IPASJ International Journal of Management (IIJM)

Web Site: http://www.ipasj.org/IIJM/IIJM.htm

Email:editoriijit@ipasj.org
ISSN 2321-645X

A Publisher for Research Motivation ........

Volume 4, Issue 9, September 2016

The Impact of Internet of Things(IoT) in Human

Resource Management
Vivekananth.P
Senior Lecturer Department of ICT ISBAT University Kampala Uganda

ABSTRACT
Internet of Things(IoT) is the next big thing. Internet of things is based on machine to machine communication through
cloud computing and network of data gathering sensors. The data gathered by sensor are needed to be analyzed and interpreted
in real time which is done by cloud based application. The Internet of Things allows integration of physical things with
computer based systems.
This paper discusses about the impact of Internet of Things in HRM.The paper emphasizes on ways Internet of Things will
make HRM more effective and productive. This paper discusses about the influence of Internet of Things in people analytics
which is a data driven approach to manage people at work. The paper analyzes different IoT applications HR managers can
use in the workspace. The paper also discusses the future prospects of IoT in HRM.

Keywords IoT, HRM, People Analytics

1.INTRODUCTION
The society is becoming obsessed with the technology every day, which forces the business organizations to adapt to the
innovative changes to suit the marketplace. In the same way, the professionals in the department of human resources
are also being forced to cope up with these innovations in their activities, starting from the recruitment process to
hiring of the employees to payroll and even the management of the benefits [3]. The most intriguing idea, which is
garnering much of the attention of the media, is the IoT. The IoT refers to the notion of computing, which describes the
future in which the daily physical objects are expected to have a link with the Internet so that other devices can
recognize them.

2.PEOPLE ANALYTICS AND ITS USEFULNESS

People Analytics refer to the use of the data-driven technique for the management of people at the workplace. The
individuals are being informed of the practices, the programs, as well as the processes. The analytical approaches range
from the reporting as well as metrics to the predictive analytics of the experimental research. The leaders of the
business are capable of making the decisions concerning the people depending on the in-depth analysis of the data
instead of the traditional methods used for the personal relationships, making the decisions, and the risk avoidance [5].
The people analytics is useful in the todays business environment in that it assist in examining the effectiveness of the
peoples practices, the processes, and even the programs. It also assists in understanding the way in which the
knowledge of the social and the data sciences may be of help in making informed and even objective decisions
concerning people. They also assist in uncovering the new sights, solving the problems of individuals, as well as
directing the actions of the human resources. The people analytics are used as the foundational block, which alerts all
the things that people are carrying out. The conventional method is engaged in the constant debate when faced with the
challenging issues concerning people or vital decisions about people based on the emotions, anecdotes, and instruct
[11]. Thus, the analytical method will incorporate the facts and the science, which will result in more efficient and fair
solutions together with the decisions.

3.INFLUENCE OF IOT IN HRM

The IoT forms a global digital nervous network of various devices and the sensors, which is capable of linking different
devices with one another and with people. It influences the management of the human resource in that it absorbs the
HRM big data. Thus, it gives the HRM the strategies that they can use to maximize the agility, which involves the
rights of composing the workforce [7]. Thus, it offers the optimal balance of the advanced essential skills, such as the
collaboration, the agility, the organizational development, the cognitive flexibility, and even the creativity. It also
educates as well as prepares the organization to absorb the big data from the IoT. In that case, it will produce an
unprecedented amount of data, which are associated with the individuals and the way in which they perform various

Volume 4, Issue 9, September 2016

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IPASJ International Journal of Management (IIJM)

A Publisher for Research Motivation ........

Volume 4, Issue 9, September 2016

Web Site: http://www.ipasj.org/IIJM/IIJM.htm

Email:editoriijit@ipasj.org
ISSN 2321-645X

daily tasks. Thus, it is valuable for persons involved in making the decisions so that they may optimize the company's
strategies. The IoT is also influential in the HRM since it assists in connecting the brainpower to produce its
contributions [9]. HR managers will use it in creating the letters and the paying salary through generating the concepts
on the way in which the sensors and the devices improve the existing products and the services.

4. IOT IN INCREASING THE EFFECTIVENESS AND PRODUCTIVITY OF EMPLOYEE

IoT increases the effectiveness and the productivity of the employees in various ways. First, it offers different means of
collecting better data, which could have been manually tallied up, making it prone to the human error [10]. The better
data gathered via the devices of the IoT assists the HR managers in coming up with, the better decisions concerning the
scheduling to the maximization of the employees. The HR managers may also use those data from the employees in
pinpointing their most productive periods, and schedule the meetings appropriately [15]. The IoT also improves the
workers' productivity since it can be used to track their locations. The internet-linked and geographically tagged devices
and equipment are used to assist the employees to locate the material in an easy way rather than looking around for
them. It supports in the hospital settings where wastage of time can result in consequences of death or live. The IoT
manages the remote devices by taking it to the entirely unique stage [12]. Consequently, the workers will have
advanced notice concerning the potential issues, and they may be fixed remotely in less time.

5.INFLUENCE OF IOT IN PEOPLE ANALYTICS

The IoT will be used in the people analytics to assist in examining the effectiveness of the people's practices, the
processes, and even the programs. It also assists in understanding the way in which the knowledge of the social and the
data sciences may be of help in making informed and even objective decisions concerning people [8]. They also assist
in uncovering the new sights, solving the problems of individuals, as well as directing the actions of the human
resources. It will also alert all the things that people are carrying out. The conventional method is engaged in the
constant debate when faced with the challenging issues concerning people or vital decisions about people based on the
emotions, anecdotes, and instructs.
The IoT will act as the machine for data, making the people's analytics change by rethinking on the ways of gathering
and analyzing the information. People will not learn about data intelligence but also the amount and the forms of the
information generated by the IoT. Organizations will receive large data from the connected devices [6]. Thus, they
must learn how to analyze and even comprehend the customers and the market trends, making the IoT be used as the
part of planning to remain competitive with innovative products and services.

6.DIFFERENT IOT APPLICATIONS

Requests of the IoT used majorly by the HR managers in the workplace include the apps of the mobile phones and the
tablets. They give the easy access of one another to the favorite things. The product and the services can be reviewed
anytime. The HR managers can also share their thoughts through the social media. Another application of the IoT is
the tracker for the health fitness. It assists the HR managers to track the health of their workers since the vitality is the
key issue for the HR [4]. The HR managers will pick on the healthy people who can perform in a better way. They also
use it to track the progress of the employees. Another application is the trackers for the attendance and the location,
which will assist the HR managers to track the whereabouts and the movements of the individuals in the workplace
[14].

7. CONCLUSION
The IoT has become the critical technological advancement in the market trends, which combines the concepts of the
computers, the sensors, and even the networks so that it can monitor and even control various devices [2]. It involves
complicated and evolving series of technological, social, as well as the policy considerations across the diverse set of
the stakeholders. It impacts the department of the human resource in a positive way, and the HR managers find it
effective in improving the effectiveness and the productivity of the employees.

References
[1] Boxall, P., & Purcell, J. (2011). Strategy and human resource management. Palgrave Macmillan.
[2] Da Xu, L., He, W., & Li, S. (2014). Internet of things in industries: A survey. IEEE Transactions on Industrial
Informatics, 10(4), 2233-2243.
[3] Davenport, T. H., Harris, J., & Shapiro, J. (2010). Competing on talent analytics. Harvard Business Review,
88(10), 52-58.

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IPASJ International Journal of Management (IIJM)

A Publisher for Research Motivation ........

Volume 4, Issue 9, September 2016

Web Site: http://www.ipasj.org/IIJM/IIJM.htm

Email:editoriijit@ipasj.org
ISSN 2321-645X

[4] Gluhak, A., Krco, S., Nati, M., Pfisterer, D., Mitton, N., & Razafindralambo, T. (2011). A survey on facilities for
experimental internet of things research. IEEE Communications Magazine, 49(11), 58-67.
[5] Gubbi, J., Buyya, R., Marusic, S., & Palaniswami, M. (2013). Internet of Things (IoT): A vision, architectural
elements, and future directions. Future Generation Computer Systems, 29(7), 1645-1660.
[6] Guo, B., Zhang, D., Wang, Z., Yu, Z., & Zhou, X. (2013). Opportunistic IoT: Exploring the harmonious
interaction between human and the internet of things. Journal of Network and Computer Applications, 36(6),
1531-1539.
[7] Kahlert, M. (2016). Understanding customer acceptance of Internet of Things services in retailing: an empirical
study about the moderating effect of degree of technological autonomy and shopping motivations.
[8] Maier, M. V. (2016). The Internet of Things (IoT): what is the potential of Internet of Things applications for
consumer marketing?.
[9] Miorandi, D., Sicari, S., De Pellegrini, F., & Chlamtac, I. (2012). Internet of things: Vision, applications and
research challenges. Ad Hoc Networks, 10(7), 1497-1516.
[10] Rose, K., Eldridge, S., & Chapin, L. (2015). The internet of things: An overview. The Internet Society (ISOC), 150.
[11] Sullivan, J. (2013). How Google is using people analytics to completely reinvent HR. TLNT: The Business of HR,
26.
[12] Turner, V., Gantz, J. F., Reinsel, D., & Minton, S. (2014). The digital universe of opportunities: rich data and the
increasing value of the internet of things. IDC Analyze the Future.

AUTHOR
Vivekananth.P is currently working as senior lecturer in computer science in ISBAT
University,Kampala,Uganda. He has 8 years of teaching experience in universities in
Nigeria,Botswana,Tanzania and Ethiopia. He also has worked as IT-Infrastructure Associate in AIX
and TSM for 1.5 years in Chennai.
He has completed his PhD of specialization Cloud storage security based on trusted third party auditing and M.Tech in
Computer scienc,he did his project in routing for mobile ad-hoc network. He also has a PG Diploma in education
administration and supervision. He has also Masters of Arts in Education.
He has published 25 international journal publications in the area of IT, education,HRM,yoga and mBraining . He has
8 international conference publications and participated in 6 national level technical symposiums. He has certifications
in IBM TSM,IBM AIX,Oracle Database administration 11g,and Microsoft .NET, Big data and cloud computing.
His research interest in IT is Cloud computing, grid computing, autonomic computing, mobile ad hoc networks, big
data.
His research interest in Education is Technology in teaching and learning, student centered learning, Importance of
student feedback in teaching effectiveness, six sigma in education, augmented reality in teaching and learning
.
His research interest in HRM is Employee motivation, Team building, competency based recruitment and selection,
Internet of Things(IoT) in HRM.
He has also interest in yoga and mBraining(multiple brain integration techniques mBIT) and has published paper on
the subject.
He is currently doing MBA in Human Resource Management.

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