Not a Member? Get access to HR news and resources that you can trust.
We asked HR professionals to tell us about their time in HR. Here are their stories.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Instructor-led guidance for your SHRM-CP/SHRM-SCP exam, no travel or time out of the office required.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
How ‘device mesh’ is reshaping work by merging the physical and virtual worlds.
The next generation of devices will connect not only to back-end systems but also to each other. “In the post-mobile world, the focus shifts to the mobile user who is surrounded by a mesh of devices extending well beyond traditional mobile devices,” says David Cearley, vice president and fellow at Stamford, Conn.-based technology consultancy
Gartner. It’s a “merging of the physical and virtual worlds.”
By 2020, there will be 50 billion connected devices communicating through the Internet that individuals and businesses will use to access applications and information and to interact with others.
The Internet of Workplace Things
Device mesh and other trends herald “an algorithmic- and smart-machine-driven world in which people and machines must define harmonious relationships,” according to a report by consulting firm
Examples of device mesh:
The implications for employers are huge—and looming. The device-mesh revolution is “coming to an employer near you,” says Kate Bischoff, SHRM-SCP, a Minneapolis-based management-side employment attorney with Zelle LLP. It may even affect how performance is managed. For example, supervisors or HR could rely on sensors to track where workers are, who is talking to whom and how space is being utilized. These devices “are going to have a big impact on productivity, and they’re going to be able to tell bosses who’s doing a better job,” Bischoff says. But whether device mesh, on the whole, is more big boon or Big Brother remains to be seen. Either way, HR must be prepared.
The Future Is Now
While the development of complex device-mesh networks won’t happen overnight, many organizations are moving in that direction, in part due to cheaper solutions that are reducing barriers to adoption. For example, according to the
Sierra-Cedar 2015-2016 HR Systems Survey White Paper, 10 percent of organizations are currently making use of wearable devices such as fitness trackers or smartwatches for a business purpose, with another 8 percent considering doing so in the future. Sierra-Cedar also reported a 30 percent increase this year in the percentage of organizations that included wearable technologies as part of their HR strategy.
“When organizations use wearable workplace technology, 55 percent of our respondents are using it to track productivity, 45 percent are concerned about workforce safety and 36 percent are implementing workforce technology for audit purposes,” the white paper states.
In fact, Gartner analysts estimate that by 2018, 2 million U.S. employees will be required to wear fitness and health-tracking devices as a condition of employment. Experts predict that emergency first responders will make up the largest group obligated to monitor their health with wearables—with professional athletes, airline pilots, political leaders, and industrial and remote field workers expected to follow suit.
Device mesh could revolutionize—and challenge—businesses in several ways, including:
But privacy concerns don’t end simply because a company has taken steps to secure its information assets. In the brave new world of easily monitored, instantly available data, it’s not yet clear how far employers can go in tracking information about workers, particularly with regard to employee health.
A federal district judge ruled against the
U.S. Equal Employment Opportunity Commission (EEOC) last year and held that an employer
can require workers to undergo health screenings as a condition for receiving employer-provided health coverage. While on its face this decision would appear to support an employer’s right to mandate the use of fitness trackers or other wearables, the EEOC is expected to appeal.
The commission “is going to be really anxious about anyone who’s going to require that an employee enter a wellness program,” Bischoff says.
On top of figuring out that complicated issue, imagine trying to manage a workforce partly populated by robots. By 2018, Gartner estimates that more than 3 million workers around the world will be supervised by “robo-bosses”—smart machines that can monitor quantifiable metrics related to performance.
As the promise of device mesh unfolds, it will be up to HR to develop strategies that keep humans in the equation when robots begin doing much of the work and to sort out the many business, social and technical issues this will present.
Dinah Wisenberg Brin is a freelance writer and journalist in Philadelphia.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies