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The IoT is related to both Management of Technology and Human Resource Management. The Internet of Things has had a tremendous impact on human resources, not just in the advancement of technology, but also in how to manage recruitment and work flow processes. Deloitte Canada did a study looking at work flow processes, using volunteers to monitor reactions to work environment and used the data to make improvements in redesign of its major offices and teams (Bersin et al., 2016). This is a quicker way to capture valuable information without needing to pull employees away from work for a focus group that would also require the time of a facilitator to gather the data and then prepare a report. And, Amazon has demonstrated during the current pandemic that companies who adapt to the new way of doing business with IoT thrive and can capture a large part of the market share (Klebnikov, 2020).

Managers and human resource professionals are required to keep up with the technology, research providers, and provide the most cost-effective options for their companies. Companies still need to remain competitive and advanced enough to meet the needs of their customers, while also ensuring confidentiality and protection of proprietary information, often with limited budgets. On pages 74 and 75 of our textbook, increasing return on investment (RoI) is discussed, including providing real-time analytics to help making real-time decisions with moderate cost, and that analytics as a service will become commonplace (Bigoli, 2021). Naveen Joshi also discusses advantages, including gathering real-time feedback from employees (Joshi, 2020). As more companies consolidate, managers will not be able to be physically present at all locations at the same time. Therefore, IoT allows monitoring in real-time to ensure work is performed safely and efficiently (Roe, 2021).

IoT impacts human resources in the areas of performance management and also in time keeping flexibilities (Willer, 2016). An example could be programming to system to send automatic e-mails from to supervisors reminding them of the date that an employees performance evaluation is due. This assists supervisors and human resources as manual calendar reminders are no longer needed. Automated payroll processing is another benefit (Joshi, 2020). Employees can download an app to their phone that is linked to the automated payroll system in which they record their hours worked each day. Company policies should include BYOD (bring your own device) parameters. Systems should be programmed to require strong passwords that must be changed at regular intervals to continue to have access to the system. RFID (radio-frequency identification) can also be used for building access cards, discussed on page 282 of our textbook (Bigoli,2021). Benefits include eliminating the need to issue keys, which can be lost. Instead of needing to change locks, the access codes for a lost card can simply be deleted from the system.