Impact of Internet of Things (IOT) on Human Resource Management: A review

Abstract

Every organization is now becoming technology-based to manage the operations of the business and there are no choices for HR (Human resource) Leaders instead to adopt the innovation in the HR functions. Requirement, management, and payroll are few processes that require Human Resource Management (HRM). Internet of Things (IoT) is the most fascinating term for media and it attracts lots of organizations for adopting. In the present time, IoT has become an increasingly delightful subject of discussion inside the workplace as well as outside. Technology has a great impact on every area of life along with the various modes of communication gadgets including laptops, tablets, mobile phones, smart phones, etc. The most important thing is to understand the impact of the Internet of Things on Human Resource Management as people spend most of their time in the workplace, on smart phones, tablets, etc connected to the internet.
The IoT has a positive impact on Human Resource Management and now job seekers move to mobile phones rather than searching in newspaper articles. The present way of running a business and organization is helpful to understand the impact of IoT on HRM. Industry 4.0 is related to the value creation process and industries, it is the digital transformation of industries production and manufacturing. Big data, IoT, and social components such as an attractive workplace are produced through Industry 4.0 as the production of services and goods with technical support. The working function of HR is changed with the involvement of the IoT in organizations and businesses and the process of managing the organization.

Full text

Impact of Internet of Things (IOT) on Human Resource Management: A
review
Zuchri Abdussamad
a
, Isaac Tweneboah Agyei
b
, Esra Sipahi Döngül
c
, Juriko Abdussamad
d
, Roop Raj
e,
⇑
,
Femmy Effendy
f
a
Universitas Negeri Gorontalo, Indonesia
b
Garden City University College, P. O. Box 12775, Kumasi, Ghana
c
FACULTY OF HEALTH SCIENCES, Aksaray University, TURKEY
d
Universitas Negeri Gorontalo, Indonesia
e
Economics, Education Department Govt. of Haryana, 136118, India
f
Universitas Pendidikan, Indonesia
article info
Article history:
Available online xxxx
Keywords:
Internet of Things (IoT)
Technology
Workplace
Human Resource Management (HRM)
Industry 4.0
abstract
Every organization is now becoming technology-based to manage the operations of the business and
there are no choices for HR (Human resource) Leaders instead to adopt the innovation in the HR func-
tions. Requirement, management, and payroll are few processes that require Human Resource
Management (HRM). Internet of Things (IoT) is the most fascinating term for media and it attracts lots
of organizations for adopting. In the present time, IoT has become an increasingly delightful subject of
discussion inside the workplace as well as outside. Technology has a great impact on every area of life
along with the various modes of communication gadgets including laptops, tablets, mobile phones, smart
phones, etc. The most important thing is to understand the impact of the Internet of Things on Human
Resource Management as people spend most of their time in the workplace, on smart phones, tablets,
etc connected to the internet.
The IoT has a positive impact on Human Resource Management and now job seekers move to mobile
phones rather than searching in newspaper articles. The present way of running a business and organi-
zation is helpful to understand the impact of IoT on HRM. Industry 4.0 is related to the value creation pro-
cess and industries, it is the digital transformation of industries production and manufacturing. Big data,
IoT, and social components such as an attractive workplace are produced through Industry 4.0 as the pro-
duction of services and goods with technical support. The working function of HR is changed with the
involvement of the IoT in organizations and businesses and the process of managing the organization.
Copyright Ó2022 Elsevier Ltd. All rights reserved.
Selection and peer-review under responsibility of the scientific committee of the First International Con-
ference on Design and Materials (ICDM)-2021
1. Introduction
1.1. Background of the study
Internet of things (IoT) is now becoming an extremely attractive
word among all people connected with technology like organiza-
tions and customers. Technology plays an important role in chang-
ing human beings’ lives and has a great impact on the workplace as
well. IoT is the most intriguing thought which gathers the atten-
tion of the media. IoT is not the thing that just changes human lives
at home; however, it completely modifies the human resource
management and workplace of the organization. The study deals
with the impact of the Internet of Things (IoT) on Human Resource
Management (HRM) with different aspects and viewpoints.
The study consists of various aspects regarding IoT and HRM
including a literature review that describes IoT along with HR
development, detailed adaptive technologies for organizations,
digital human resource management, and the process of HR, IoT
data and data analysis, and usefulness of data. The used material
and methods are also highlighted in the study the data type used
for the study is a secondary data type. The objective of the study
is fulfilled through applying positivism research philosophy. The
https://doi.org/10.1016/j.matpr.2021.11.247
2214-7853/Copyright Ó2022 Elsevier Ltd. All rights reserved.
Selection and peer-review under responsibility of the scientific committee of the First International Conference on Design and Materials (ICDM)-2021
⇑
Corresponding author.
E-mail address: rooprajgahlot@gmail.com (R. Raj).
Materials Today: Proceedings xxx (xxxx) xxx
Contents lists available at ScienceDirect
Materials Today: Proceedings
journal homepage: www.elsevier.com/locate/matpr
Please cite this article as: Z. Abdussamad, I. Tweneboah Agyei, E. Sipahi Döngül et al., Impact of Internet of Things (IOT) on Human Resource Management:
A review, Materials Today: Proceedings, https://doi.org/10.1016/j.matpr.2021.11.247

function of HR and application of IoT, management for in-house
and outsourcing, and risk compliance and regulatory framework
are described as the result of the study. Fig. 1.
1.2. Objective of the study
The objectives of the study are as follow:
To determine the impact of the Internet of Things (IoT) on
Human Resource Management (HRM)
To determine the relationship between the Internet of Things
(IoT) and Human Resource Management (HRM)
To examine the functions of Human Resource (HR) on the appli-
cation of Internet of Things (IoT)
To examine the results of compliance risks and regulatory
framework
To establish a comparison between in-house and outsourcing
management for Human Resource Department.
To determine the Smart Human Resource Competencies in
Industry 4.0 and Human Resource Management in Industry 4.0
1.3. Significance of the study
The Interworking of physical devices, buildings, vehicles, and
other devices is referred to as smart devices or connected devices
and in other words Internet of Things (IoT). IoT is embedded with
software, sensors, network, and actuators that are capable of col-
lecting these things and interchange the data. Technology is devel-
oping very fast and people are adapting daily whether in-home or
organization. The study helps scholars and researchers to under-
stand the impact of the Internet of Things (IoT) on Human Resource
Management (HRM). The research gap of the previous work is ful-
filled in the study including the description of functions of Human
Resource and detailed information about the application of Inter-
net of Things on Workplace. [11]
The prime objective of the study is to determine the link
between the Internet of things and Human Resource Management.
Scholars and researchers get help through the study for further
study related to IoT and HRM. The study will help students to
understand the smart competencies in Industry 4.0 and provide
detailed information related to the application of IoT and its result
on functions of Human resources. Difference between the in-house
and outsourcing for Human Resource Management is well high-
lighted in the study to understand which one is better and why.
2. Literature review
2.1. Human Resource development and the Internet of Things
The use of web things into the scholarly community and indus-
try is yet in its early stage and can be considered as post advance-
ment of the fourth modern upset or Industry in brief. The IoTs are
required in association overall and HRM specifically to oversee
effectiveness, security, objectivity without inclination and straight-
forwardness. Consequently, investigations have been carried out to
determine the noteworthiness of the innovation and its application
in future. Be that as it may as it were, a constrained investigation
has concerned itself with the HRM domain and the application of
IOT [9]. Prior considers related human assets to data innovation
per se instead of IOT for obvious reasons of innovation nascence.
The direct relationship of application of data innovation to human
assets and innovation resources to improve firm execution. A com-
Fig. 1. Representation of HR Functions. (Source: Shet, Sateesh V., et al. 2021) [4]
Z. Abdussamad, I. Tweneboah Agyei, E. Sipahi Döngül et al. Materials Today: Proceedings xxx (xxxx) xxx
2

prehensive demonstration for information innovation for measur-
ing key organizational factors. A fusion outline of data innovation
and administration distinction counting human resource manage-
ment. The studies investigating linkage among HRM and IOT wor-
ried about the future prospects of change in workplace because of
mechanized work environments, particularly if work updating was
required themselves with keen things that HR data framework
would require e.g. revealing time and plan, capability hole, break
using time productively, staffing and so forth.
2.2. Bringing adaptive technology in organizations
Duality of innovation portrays innovation as expecting underly-
ing properties while being the result of human activity. Accord-
ingly, innovation is made by entertainers in a social setting, and
socially built by entertainers by joining various implications to it,
and consequently, innovation results from the continuous connec-
tion of human decisions and institutional settings clarifies that past
research concentrates in the area of innovation and associations
have zeroed in on the perspectives that innovation is either an
even handed, outside power that deterministically affects authori-
tative properties, for example, structure or that human activity is a
part of innovation whereby innovation is a result of vital decision
and social activity [4].
2.3. Digital Human Resource Management (HRM)
To urge a more profound understanding of what advanced HRM
is, it is fundamental to characterize the meaning of HRM. Concur-
ring to the finest HRM hones regions are recruitment and determi-
nation, socialization, work plan, preparation and development,
support, career development, performance examination, worker
compensation and work security. Relationship between employee
and organisation is maintained properly with the involvement of
Human Resource Management. With the help of few resources, it
is noticed that development of the organization is maintained
properly with the help of Human Resource Management processes.
Evolution of Human Resource Management is maintained properly
with the help of high-performing information technology. Digital
technologies are used increasingly to maintain transformation of
HRM towards attracting recruitment process. All HRM works are
technologically, managed with the help of Digital HRM system.
All the more explicitly, HR rehearses for an unpredictable work-
place cover staffing movement to look for and employ substantial
staff for the ideal job. Then, at that point, HR rehearses including
preparing exercises to get ready specialists for their work position
and team up innovations and practices to support faculty’s supe-
rior, for example, execution evaluation framework and information
the board and prize frameworks. HRM is additionally responsible
for making a changing society and great conditions for the recep-
tion. That contributes to lessening stay away from protection from
change and low inspiration of labourers that need to utilize
advances [12].
2.4. Flexibility, cost effectiveness, cloud computing and talent
acquisition
Deftness and adaptability are the genuine benefits of dis-
tributed computing through IOT. Associations at their will can
undoubtedly increase and scale down the assets necessities on
the cloud dependent on their business utilization and develop-
ment. Functional deftness is the most favoured cloud advantage
which associations are betting on. Heaps of desk work in HR is dis-
posed of with the utilization and portability segment added. There
is consistently moment admittance to the data notwithstanding of
being away from the area. Table 1
The key differentiator of cloud computing technology is its
fetched adequacy. Not at all like numerous other software
upgrades and bundles which are accessible in the market requiring
a parcel of assets and infrastructure for their execution, cloud com-
puting may be a guardian angel. It does not come at the cost of
higher fetch and resources and hence littler organizations can too
compete with greater organizations in terms of superior employee
management, enlistment and maintenance methodologies [14].
The greatest advantage of computing technologies on IOT is that
organizations require not to contribute in buying unused computer
programs for their preparation or maybe they can utilize the
shared assets on the cloud on persistent premise and can pay as
it are the usage fee. The ease in sharing and actualizing the
required software makes a difference for the HR to oversee their
preparation like payroll management, enrolment, ability adminis-
tration and so on effectively. The cost for utilizing this cloud-
based software is much less than the conventional program bun-
dles. Even small to medium measure organizations can procure
the benefits of cloud computing and can remain upgraded with
the technology management, enrolment, and maintenance
methodologies [1].
The greatest advantage of cloud computing collaboration with
IOT is that organizations require not contributing in buying mod-
ern computer programs for their use or maybe they can utilize
the shared assets on the cloud on persistent premise and can pay
as it were the usage fee. The ease in sharing and executing the
required software makes a difference for the HR to oversee their
handling like payroll management, enrolment, and ability adminis-
tration and so on effectively. The toll taken for utilizing this cloud-
based software is much less than the conventional computer pro-
gram bundles. Even small to medium estimate organizations can
procure the benefits of cloud computing and can remain upgraded
with the innovation [5].
Cloud computing in collaboration with IOT can yield numerous
benefits for HR professionals. IOT can offer assistance in sharing a
gigantic sum of information related to employees and their related
forms coming about to provoke decision making, sharing supposi-
tions, encounters and making the working environment more
adaptable and push free.
A cloud-based enlistment prepare can emphatically eliminate
the pitfalls of conventional recruitments procedures. Choices
dependent on the insight, bias, poor data and miscommunication
can be totally supplanted by coordinating the innovation part into
dynamic. Utilization of calculations (profiling of job applicants),
and information explanatory measurements like fetched per hire,
time to fill, inside contracting proportion, offer acknowledgment
proportion and many other can bridge the crevice by killing the
missing links within the ability procurement prepare [6].
2.5. Human Resource process
The Human Asset Administration handle is based on people.
Without the arrangement of individuals, the forms cannot be seen.
In the current days almost all the forms are robotized with the dig-
italization. Hence, all the exercises can be drained in an accurate
way with a restricted time period. The Human Resource manage-
ment handle incorporates the exercises like selection, Training,
surveying execution, inspiration, compensation and other exer-
cises which would bolster the Organization’s growth. The Human
Asset Administration handle classifies into top level, middle level
and low level management. In top level management, Beat level
directors are mindful of the by and large management of the Orga-
nization and they set up Organizational goals and arrangements.
They ought to have more conceptual skills because they have to
be and analyze complex circumstances [5] In middle level manage-
ment, they are basically capable of actualizing arrangements which
Z. Abdussamad, I. Tweneboah Agyei, E. Sipahi Döngül et al. Materials Today: Proceedings xxx (xxxx) xxx
3

were set by the best management. They ought to have more inter-
personal abilities since they want to work with individuals and
persuade individuals. And in low level management, moo level
directors work with the specialists in the organization. They are
the individuals who are mindful of daily routine and operations
within the Organization. These managers should have more spe-
cialized aptitudes since they need to apply specialized information
or ability in every day operations in the organization [4].
2.6. IoT as the technological context of HRM
As the canter alters within the mechanical setting, the major
characteristics of the IOT are briefly explained as follows. The IOT
refers to the capacity to associate physical objects (‘things’) to
the Internet. Since any physical question can be associated to the
Web, there’s a heterogeneous wealth of connectable things – such
as cars, shades, pacemakers, flying machine turbines or affect tor-
ques – that’s beyond any enumeration. The coming about function-
alities of things associated to the Web alludes to the three
interrelated specialized capacities of detecting, inciting and associ-
ation [9].
The consequences of the investigation uncover the use of the
IOT in HRM to be seen as a possible improvement. The outcomes
additionally uncover different results of the IoT in HRM. The nor-
mal reception of the IoT in HRM will initially change HR innova-
tions, i.e., the equipment, programming and information of HRM.
Second, the progressions additionally include bigger adjustments
of HR exercises. In any case, these exercises are influenced in var-
ious powers. Third, the use of the IoT is additionally expected to
recognizably change undertakings and capabilities of HR entertain-
ers. In rundown, the current investigation demonstrates that savvy
HRM will comprise both a conceivable and applicable future
advancement that needs further thought [2].
2.7. Data analytics and its usefulness
Data analytics allude to the utilization of the information driven
method for the administration of individuals at the work environ-
ment. The people are being educated regarding the practices, the
projects, just as the cycles. The insightful methodologies range
from the announcing just as measurements to the prescient inves-
tigation of the test research. The heads of the business are fit for
settling on the choices concerning individuals relying upon the
inside and out examination of the information rather than the con-
ventional strategies utilized for the individual connections, settling
on the choices, and the danger aversion. Individual investigation by
data driven method is helpful in the present business climate in
that it helps with inspecting the viability of individuals’ practices,
the cycles, and surprisingly the projects [7]. It likewise helps with
understanding the manner by which the information on the social
and the information sciences might be of help in settling on edu-
cated and surprisingly target choices concerning individuals.
They additionally help with uncovering the new sights, tackling
the issues of people; just as coordinating the activities of the HR.
Individuals’ examinations are utilized as the fundamental square,
which cautions every one of the things that individuals are doing.
The customary strategy is occupied with the consistent discussion
when confronted with the difficult issues concerning individuals or
fundamental choices about individuals dependent on the feelings,
accounts, and teach. Consequently, the scientific strategy will fuse
current realities and science, which will bring about more effective
and reasonable arrangements along with the choices [8].
2.8. Big data and IOT on smart HRM
The Internet of Things (‘IoT’) alludes to the capacity to put
through physical objects (‘things’) to the Internet, and this associ-
ation empowers things to act independently in a context-adequate
way and in this way to ended up ‘smart’. The IOT shapes a world-
wide computerized apprehensive arrangement of different gadgets
and the sensors, which is competent in connecting diverse gadgets
with one another and with individuals. It impacts the administra-
tion of the human asset in that it assimilates the HRM huge infor-
mation. Hence, it gives the HRM the techniques that they can
utilize to maximize the nimbleness, which includes the rights of
composing the workforce. In this way, it offers the ideal adjust-
ment of the advanced basic abilities, such as the collaboration,
the nimbleness, the organizational advancement, the cognitive
adaptability, and indeed the imagination. It moreover teaches as
well as plans the organization to retain the enormous information
from the IoT. In that case, it’ll create an exceptional sum of infor-
mation, which is related to the people and the way in which they
perform in different ways [10].
3. Materials and methods
3.1. Materials
The study is intended to analyze the impact of IoT (Internet of
Things) on HRM (Human Resource Management) and the required
material for the study is the study of HR functions, Industry 4.0,
and HRM of an organization. The major findings of the study are
Smart HR compliance and reveal the role of HR professionals as
strategic business partners and talent managers is essential com-
pliance of HR in creative innovators. Industry 4.0 and mitigate that
associated challenge are provided through its advantages and
opportunities [2].
3.2. Research methodology
Research methodology can help to maintain basic aspects of the
research. growth and development of the study depends on effi-
ciency of research methodology research methodology is con-
ducted with the involvement of few effective components such
as research philosophy, research approach, research design, data
collection and data analysis processes. On the other hand, research
methodology is consist of ethical consideration that can maintain
ethics of this study. Source and nature of the study is maintained
with the help of research philosophy. Belief of researcher is
increased with the involvement of research philosophy. Research
Table 1
Representation of Mean and Standard deviation of HR functions.
Functions of HR Weighted Mean Weighted SD Un-Weighted Mean Un-Weighted SD
Selection and Requirement 3.01 1.01 3.00 1.0
Performance Management 3.00 0.75 2.85 0.85
Development and Training 3.35 0.78 3.41 0.91
Compensation Management 3.00 0.85 2.86 0.85
Information and analysis of HR 3.51 0.75 3.26 0.75
(Source: MOHANTY, Sasmita, and Padma Charan MISHRA) [10].
Z. Abdussamad, I. Tweneboah Agyei, E. Sipahi Döngül et al. Materials Today: Proceedings xxx (xxxx) xxx
4

philosophy is classified into four categories such as positivism,
interpretivism, realism and pragmatism. This study is conducted
with the involvement of positivism research philosophy. Purpose
of the research is maintained with the help of positivism research
philosophy. Stability of the study is improved with the help of pos-
itivism research philosophy.
Development of the study is maintained properly with the help
of research philosophy. Research approach is also treated as an
effective component of research methodology that can maintain
hypothesis of the study. Research approach is classified into two
categories such as inductive research approach and deductive
research approach. Plan and procedure of the study are main-
tained. This study is conducted with the involvement of deductive
research approach. Mixed type of data is also clarified with the
help of deductive research approach. On the other hand, 2 types
of data analysis processes are used in research such as primary
and secondary. Primary data is collected from fresh sources such
as focused group, interview, survey and observation. Secondary
data is collected from secondary sources such as published journal,
article, government report and media.
Research design provides a selected framework of research
methods and techniques. Descriptive research design is applied
in the study as the study requires secondary data types to be col-
lected and analysed. Descriptive Research Design is used while
we access data from existing research and experiments. Data are
of two type’s primary and secondary data and in this study sec-
ondary data is used. Secondary data are the data that are obtained
or collected through published journals, books, websites, etc [3].
The data of the study is collected and analysed to answer the
research question, fulfil the objective, and provide a quality
summary.
4. Result and discussion
4.1. HR Function’s results on IoT application
Internet of Things (IoT) made companies capable of connecting,
monitoring, tracking, analyzing, and evaluating machines and
humans in a digital structure. IoT helps companies to deal with
both personal and organizational gadgets of the employee and
the organization to seek jobs and to connect the population
through driven applications. The facilities provided by the IoT to
the companies are effective dealing of human resource (HR), plan-
ning of HR, compensation, and recruitment, employee manage-
ment data, security measures, HR interview data, etc. The study
considered 5 functions of HR that contribute basic functions of
HR to the companies and are related to the objective of the organi-
zation. The functions of HR are recruitment and selection process
of HR, HR development and training, Compensation management
of HR, HR performance management, and lastly HR information
and analytics. The questionnaire consists of questions related to
these functions of HR and each segment is represented through
these question sets. The list of questions rather than being an inad-
equate set of HR functions provides measurement to the IoT on
functions of HR [14].
The above table represents the mean and standard deviation of
the functions of HR; functions of HR are selection and requirement
of HR, Performance Management, Development and Training, Com-
pensation Management, and Information and Analysis of HR. The
informatics of HR or analytics is subject to change with automation
and HR activities that undergo systematic changes with the impact
of IoT. The mean and standard deviation of HR functions is repre-
sented for weighted and un-weighted divisions [13].
The above figure represents the functions of HR and IoT applica-
tion to the functions of HR. Online job seekers are now highly
dependent on the technology of mobile and mobile applications
to access information as well as jobs and companies. Fast deliver-
ance of recruitment procedure and process, as a result, identify fast
skills set, procedure selection, etc. However, the organization also
creates applications that manage employees including coaching,
training, evaluation, performance appraisal apps that have prime
criteria to evaluate conveniently and efficiently performed. The
Internet of Things (IoT) whole ecosystem in effect makes systems
obsolete manually.
4.2. Compliance risk and regulatory framework
The compliance risks and fraud are well versed with the success
of workers for the Human Resources that leans completely and ill
behaviour of repercussions for finding more followers. The items
under each segment of HR functions while collecting secondary
data had questions that dealt with compliance problems and
inherent risks in the case of IoT adoption. The important thing to
understand risk and making precautions that protect the organiza-
tion is majorly experts that have noted that monitors and evalu-
ates. The study shows that IoT aids could help ward off the
threat of extinction for the reputation, maintenance, and existence
of the company. Sensor data can provide socio-metric measure-
ment on the social behaviour of employees and it may be danger-
ous after falling into the wrong hands. HR must consider for which
important issue is to be installed and solution of the problems is
taken out before installing connective watches and employees ID
badges. Socio-metric qualification of employees is also similar to
compartmentalize employees, creativity and uniqueness vanished
[6].
4.3. In-house management or outsourcing management
Outsourcing and in-house management result smartly to make
HR diverse. The most important task for Human Resource Manage-
ment is to ensure compliance along with managing performance.
Therefore HR management could either develop regulations for
outsourcing and in-house to other agencies. The sources of data
collection describe that compliance of employees could result in
saving time and energy of the employee who is performing regular
jobs. Experts mentioned that while there are outsourcing, the most
important thing is to involve employees from time to time and
their opinions must be asked for the same. Therefore a perfect bal-
ance in outsourcing of company and HR department could help in
providing work hand to hand to save time and money. Outsourcing
has certain parts like regulation compliance that expert in more
companies. Administrative hazards could result in reducing the
compliance of strategic HR [1].
4.4. Smart HR competencies in Industry 4.0
Competencies required in Industry 4.0 consist of technical,
social, and managerial in broadest terms. The technical competen-
cies for HR require knowledge, abilities, and skills that are essential
for performing specific work. The HR competencies in Industry 4.0
provide an overview and helps in identifying the domains of funda-
mental competencies which is a strategic positioned and referred
to interpret external trends ability. Strategic partners, change
agents, and creative innovators are the basic aspects that combine
to form HR competencies. The core component of the HR compe-
tencies is participants which include Strategic leaderships and help
to understand the well-read trends. Business partnering engages
the strategic leaders in the entire organization systematically to
differentiate parts and facts of interaction [4].
A phenomenon in Industry 4.0 that is based on people and mak-
ing profits with advantages of competition, organizations need to
Z. Abdussamad, I. Tweneboah Agyei, E. Sipahi Döngül et al. Materials Today: Proceedings xxx (xxxx) xxx
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change their approach according to the change in the environment.
The role of Human Resource Management is to perform, namely
human capital developer, functional expert, employee advocate,
leader, and strategic partner. The essential role is to develop
human capital that entails the HRM and development of employ-
ees to meet future requirements of an organization. Managerial
competencies in Industry 4.0 refer to the abilities and skills of
the employees for decision making and solving problems whereas
social competencies refer to the maintenance of interpersonal rela-
tionships among the employees in an organization along with
communication skills. HR competencies along with total reward
stewards, compliance, and analytics manager are also important.
4.5. Discussion
The above table represents the ratio variable for the invited
experts and usable return for the HR practitioner expert and HR
Research Expert for HR technology and HR Management expert.
The mean, standard deviations for the function of HR are properly
calculated. The Agreement Rates (AR) and Disagreement Rates
(DAR) are interpreted to simplify the calculation. The AR and
DAR both combine to check whether the study shows agreement
or disagreement. The agreement requires AR greater than 0.5 and
DAR less than 0.2 meanwhile disagreements require AR to be less
than 0.2 and DAR more than 0.5 and for polarization AR must be
less than 0.30 and DAR is greater than 0.30 for each item. The study
accepted the dissensus for making it interesting and to provide
accurate results [2].
The objective of the study is fulfilled in the research findings as
the study is projected at an initial exploration of further applica-
tion and effects of the Internet of Things (IoT) in Human Resource
Management. The application of IoT in HRM and for the realization
of Smart HRM is applied to future development. Human Resource
Management requires HR technologies and HR Management ini-
tially and necessarily to refer to technologies that adopt smart
things and hardware and software will be changed through the
sensors of HRM. The application of the IoT is expected to identify
the modification that occurs in the work and qualification of HRs.
Although the results offer initial attractive insights, smart HRM is
indicated for further development.
Automation and mechanization have been in practice since the
early ’30 s. Similarly, the Internet of Things could throw employees
out of the job and build large anomalies in an organization’s work-
place. New technologies with the emergence of innovation are
essential to identify the disadvantages of the technologies imple-
mented and aware HR department regarding this to achieve qual-
ity transition in the new sharing information era. The key
performance indicator is best to justify whether the in-house solu-
tion is better or the outsourcing for an organization. The parame-
ters that could be implemented to justify the performance are
the transition of workflow and streamlined workflow. Compliance
with organization or company policies and industry is important
for the IoT in the Human Resources and that later subject to the
reporting procedure, auditing, and fines of other compliances.
The regulation compliance for outsourcing is required and employ-
ees are kept in the loops to solve complex issues and to maintain
compliance [1].
Graphical comparative
4.6. Graphical comparative analysis
From the Fig. 2, it can be seen that IoT platforms are widely
accepted by the discrete manufacturing, industries, transportation
and logistics and utilities. Graph shows that human resource man-
agement of the discrete manufacturing, utilities and health care
sectors are growing at a compounded annual growth between 8
and 15 %. HRM of industrial products lead all the industries to
adopt IoT at 45%. HRM of the company has realised that IoT has
potential to reduce costs in the business models and can enhance
the growth of the business models. IoT can be referred to as one
of the most effective emerging markets and became most popular
in the global markets. From the Fig. 4 it is clear that operating
profit, total delay time and number of incidents can be introduced
through the IoT technology. Technology ID is represented by the
horizontal axis and it is shown in Table 2.
Standard deviation has been shown through the error bar. Base-
line performance of the IoT has been introduced by ID 0. Fig. 3
shows that ID 6 is best as its main focus is on reducing the number
of incidents. Load control systems can reduce the number of inci-
dents. Failures of multiple locations can be easily reduced by the
Fig. 2. Growth of IoT in various field of HRM.
Z. Abdussamad, I. Tweneboah Agyei, E. Sipahi Döngül et al. Materials Today: Proceedings xxx (xxxx) xxx
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technology. Hull fatigue and marine equipment level can be
reduced through implementing IoT. Fig. 2 shows the evaluation
result of profit by the combination of technologies. Non-
dimensional values are shown through the vertical direction. Inter-
action between some of the technologies has been shown through
the Fig. 5.InFig. 6 hull weight can be reduced by controlling loads.
Construction costs are reduced by ID 11 by making the production
more efficient.
Fig. 3. No of cases of adoption of IoT by the company.
Table 2
Representation of invited experts/ usable return.
Serial No. Participant HR Technology expert HR Management Expert Total
1 HR practitioner expert 10/10 10/08 20/18
2 HR Researcher Expert 10/07 10/10 20/17
3 Total 20/17 20/18 40/35
Fig. 4. Evaluation result of individual introduction of each IoT technology. (Source: Shet, Sateesh V., et al. 2021) [6]
Z. Abdussamad, I. Tweneboah Agyei, E. Sipahi Döngül et al. Materials Today: Proceedings xxx (xxxx) xxx
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5. Conclusion
The study concluded that the Internet of Things is now becom-
ing a new trend in the technical field and emerges as the market
trend and technical advancement. Internet of Things (IoT) consists
of computer concepts, networks, and even sensors that help in
monitoring and controlling different devices. The Study shows that
the IoT has a great impact on Human Resource Management posi-
tively and that results in making the workplace of the organization
better. A complicated and evolving series of social and technolog-
ical developments are involved in the IoT which further considers
the diverse set of policies of stakeholders of any organization [15].
IoT highly impacts the HRM and makes it better and provides
various applications to make the workplace of an organization
better.
The function of HR helps in understanding the depth of Human
Resource Management. Risk compliance and regulatory framework
help in solving the problems and inherent risks in the case of IoT
adoption. Outsourcing management is far better than in-house
management for the HRM of the organization. Industry 4.0 is the
new revolution in the technology industry and helps in insights
the role of HR professionals and smart HR competencies for Indus-
try 4.0 describe the social, technical, and communication skills and
maintenance of interpersonal relationships. Therefore the study
Fig. 4 (continued)
Z. Abdussamad, I. Tweneboah Agyei, E. Sipahi Döngül et al. Materials Today: Proceedings xxx (xxxx) xxx
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shows in the next few years there must be a chance that changes
the working ways of many organizations.
CRediT authorship contribution statement
Zuchri Abdussamad: Investigation, Writing – original draft.
Isaac Tweneboah Agyei: Conceptualization, Writing – review &
editing, Supervision. Esra Sipahi Döngül: Formal analysis, Data
curation. Juriko Abdussamad: Conceptualization. Roop Raj: Writ-
ing – original draft. Femmy Effendy: Conceptualization.
Declaration of Competing Interest
The authors declare that they have no known competing finan-
cial interests or personal relationships that could have appeared
to influence the work reported in this paper.
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