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18% thinner

20% lighter.

That means that your eye

literally cannot distinguish one pixel from another.

there will be a 5th row of icons

44% more color saturation

the iPhone 5 was announced. The

2 times faster graphics.

chip that is 22% smaller than the A5,

Apple has added LTE

It is an 8mp camera

the hybrid IR filter, 5-element lens, and f/24 aperature.

will snap photos 40% quicker than the iPhone 4S does

Video shot with iSight is 1080p with improved stability and face detection.

use FaceTime over cellular networks, 3 integrated microphones for better audio, and wideband audio.

Network computing has enormous implications for marketing to customers on a global basis, as well as hotel operations. Consider the potential for the industry to connect with vendors worldwide for electronic purchasing, potentially achieving economies of scale and leveraging not yet possible. World purchasing functions will allow companies to customize their own catalogs. Virtual channels of distribution using computer networking capabilities will also allow hotel companies to market products and services - some traditional to our industry, others not - to customers whether they are in the hotel, at work, or at home. This will require a migration from today's central reservation systems to tomorrow's customer information systems using network-centric solutions. Development of customer profiles and guest recognition will make it possible for hotel organizations to interact in entirely new ways with customers, regardless of their physical location. Clearly, the large hotel companies will need to be the first to address questions raised by global networking capabilities and what this will mean in terms of technology investment. But for many hospitality companies presently struggling with the high cost of technology and the confusing state of our industry's technology affairs, this will not be an easy task. And the decisions will ultimately become further complicated by the opportunity to outsource certain functions into subscription-based networks. It is unlikely that the hospitality industry will be forced to bear the entire burden for networking infrastructure. Strategic alliances with major technology companies will be the catalysts in building this capability as they become strategic providers of networking capabilities to hospitality and other industries. And as network-centric computing comes of age and a company's proprietary information is stored in cyberspace, security will become an ever-more important issue requiring solutions. Whether it is an e-mail gateway through an internal network or customer access via the Internet, network fire walls and encryption systems will be required to mitigate the concern many will have with system security.

Network computing has enormous implications for marketing to customers on a global basis, as well as hotel operations. Consider the potential for the industry to connect with vendors worldwide for electronic purchasing, potentially achieving economies of scale and leveraging not yet possible. World purchasing functions will allow companies to customize their own catalogs. Virtual channels of distribution using computer networking capabilities will also allow hotel companies to market products and services - some traditional to our industry, others not - to customers whether they are in the hotel, at work, or at home. This will require a migration from today's central reservation systems to tomorrow's customer information systems using network-centric solutions. Development of customer profiles and guest recognition will make it possible for hotel organizations to interact in entirely new ways with customers, regardless of their physical location. Clearly, the large hotel companies will need to be the first to address questions raised by global networking capabilities and what this will mean in terms of technology investment. But for many hospitality companies presently struggling with the high cost of technology and the confusing state of our industry's technology affairs, this will not be an easy task. And the decisions will ultimately become further complicated by the opportunity to outsource certain functions into subscription-based networks. It is unlikely that the hospitality industry will be forced to bear the entire burden for networking infrastructure. Strategic alliances with major technology companies will be the catalysts in building this capability as they become strategic providers of networking capabilities to hospitality and other industries. And as network-centric computing comes of age and a company's proprietary information is stored in cyberspace, security will become an ever-more important issue requiring solutions. Whether it is an e-mail gateway through an internal network or customer access via the Internet, network fire walls and encryption systems will be required to mitigate the concern many will have with system security. In the final analysis, networking solutions will drive down the cost of technology investment "on-property" where hotel real estate and business interests merge. The solutions that hotel organizations will be able to choose from in terms of networking should also be less expensive than the current profile of technology spending. And we can expect that change to occur sooner rather than later, given the present rate of investment in Internet-based technologies.

2. Better Guest Experience 

3. Corporate Brand Image 

4. Economic Incentives 

5. Regulatory Affairs 

6. Brand image 

Nevertheless, these well-accepted attributes of HR have been challenged in the past few years, as several indicators reflect fundamental changes within the HR function,

although little has changed in this function over the past decades, there are growing expectations that HR will improve corporate competitive advantages by adding real measurable value to the organization.

The apparent difficulties in upgrading HR to a strategic position in organizations result in missed opportunities especially in hospitality and tourism, where the human capital has substantive potential to improve the competitive advantage of enterprises, particularly due to the growing competitiveness of the industry, as well as the centrality of the human element in the delivery of hospitality products and services

The second change in contemporary HR which, interestingly, is closely related to the previous one, is the growing trend of incorporating advanced information technology (IT) in HR practices.

There is extensive evidence to the growing transfer of HR functions to digital formats, as can be seen in the growing popularity of human resource information systems (HRIS) among organizations. HRIS is currently perceived as one of the important factors influencing the role of the HR function, as well as the workplace as a whole. Although in many aspects, technology remains under-utilized in HR functions (Jones and Hoell, 2005), recently its effects have begun to be evident in many organizational aspects,

Furthermore, it is widely argued that the adoption of HRIS is likely to promote HR to the awaited position of strategic partner in the organization. The main reason for this is that by using HRIS, HR professionals can improve their performance by gaining better knowledge of the organization and its employees, thus facilitate participation in strategic planning and implementation. In addition, by improving the efficiency and effectiveness of the HR day-to-day administrative tasks, HRIS allows the HR staff to dedicate more time to strategic decision making and planning, which consequently provides more value to the organization to enhance its position within it

modern HRIS make optimal use of internet and web capabilities for performing their tasks

successful HRIS support the planning and implementation of managerial key processes in the organization, such as executive decision making, technology selection, interdepartmental integration, and organizational reporting structures.

Intranet-based employee self-service (ESS) provides employees direct access, mainly through a web browser but also through a centralized kiosk, to personal HR-related information. Thus, the employees can individually handle transactions that used to be carried out by HR personnel,

Both MSS and ESS create a trend of delegation of responsibilities and activities that were once considered to be the domain of HR professionals and administrative personnel, directly to employees and managers

HRIS was seen mostly as a special form of office automation systems, the emphasis being on reducing costs and staff while making the standard HR tasks more efficient

In addition, in today's workplace the HR tasks have become more complex, along with organizational trends such as globalization, consolidations, strategic partnerships, and greater than ever governmental and regulatory reporting requirements for employees.

Therefore, from the administrative perspective, by providing powerful computing capabilities, HRIS are changing and improving procedures and processes that were carried out less efficiently before,

the automation of routine transactions provides HR professionals with time to perform strategic functions related to the human capital

HRIS allow the firm to be proactive in HR planning, by giving managers a constant flow of employee information

since HRIS can significantly improve the way employees and managers communicate with each other through various communication channels, this improves the flow of information and expertise throughout the organization, thereby enhancing the firms' strategic capabilities

Another prominent perceived characteristic of the HR function has been its reliance on relatively low-tech methods in implementing its tasks

Although HRIS can provide both administrative and strategic advantages, it should be noted from the onset that they are usually expensive systems to purchase and implement. Designing and implementing customized HRIS, adapted to the specific needs of the organization, will significantly enhance its functionality, but will result in increased software and hardware costs, as well as time-to-deployment

the initial costs of developing such HRIS are high,

In order to reduce the costs of HRIS, an organization can purchase off-the-shelf applications composed of HR database programs, aimed at meeting the general needs of HR functions

These findings point to the vital need of the HR function to provide evidence of the effectiveness of HRIS, for the purpose of attaining the executive management support for the change.

for a successful implementation of HRIS, it is no less important to obtain the support of managers and employees in the organization. Although modern HRIS offer clear advantages to managers, through the use of MSS, for better management of their staff, the implementation of such systems is likely to be followed by a certain level of resentment on the part of the managers. Since MSS transfer the responsibility of performing employee HR-related transactions from the HR staff to the direct managers, many of them are frustrated since they feel that additional administrative tasks are being imposed on them

Another relatively common problem, concerning both the implementation and the flowing management of HRIS, is the question of who is in charge of the system. Since the successful development of HRIS requires the input of both the IT and the HR departments, it is not uncommon for disputes over areas of responsibility to break out between these departments.

Other territorial conflicts around HRIS may arise when departments feel that the system expropriates some of its authorities; for example, the payroll department might resist HRIS that combines payroll functions. A possible solution to such a problem can be the establishment of cross-functional teams that run HRIS projects

the implementation of HRIS raises both ethical and legal issues that need to be addressed by the organization. First, the use of relational database technology provides access to more detailed employee information than ever before.

Second, HRIS usually contain private information on the employees, while the access to this information is often allowed to employees outside HR, as well. As a result, some employees feel that their private lives are not protected adequately.

The hospitality industry is characterized by a higher turnover rate than other sectors of the economy

Traditionally, HR in organizations has utilized low-tech methods in recruitment.

Internet recruiting benefits both the organization and the job seeker's perspectives (Pearce and Tuten, 2001; Singh and Finn, 2003). The benefits to the recruiters include: Cost savings, as it is significantly cheaper to advertise on the internet than in a newspaper. Compared to the use of professional search firms (also known as headhunters) the amounts saved are even higher. Recruiters generally receive more applications, which results in a greater pool of candidates from which to choose. Recruiters may receive applications faster, often even on the same day a position is announced. Improved ability to target a specific audience, thereby decreasing future turnover. Time saving, as more unqualified or unfit applicants can be eliminated, through online contact, in the initial phases of the recruitment process.

On the other hand, internet recruitment is not without limitations.

Once the recruitment process has ensured a large pool of applicants to choose from, the next phase is to select the most suitable candidates.

Traditionally, these selection methods involve the visit of the candidate to the organization or, to a lesser degree, to an assessment center, for interviewing, pen-and-paper testing, or situational testing, including group dynamics.

The use of advanced technology allows the selection process to complete the widespread online recruitment methods.

Nevertheless, the main impact of technology in selection procedures is in relation to employee interviewing and testing.

Anderson (2003) broadly described the prominent technology-based selection procedures, along with an assessment of their acceptance and effectiveness.

Adequate training is essential in providing quality services, yet traditionally hospitality organizations have not invested adequate resources in training their employees (Conrade et al., 1994). Most of the knowledge and skills of hospitality employees is transferred through on-the-job training,

However, as noted by Collins (2004), delivery of organized and structured training programs in the hospitality industry is a constant challenge, mainly because of the size and geographical dispersion of the workforce, as well as the extensive resources – financial, work, and time – needed to establish in-house training programs.

Although technology-based training methods have been available for a long time, the hospitality industry has usually lagged behind other sectors in adopting them.

Web-based training (WBT) can deliver courses nationwide or worldwide at all time zones to any connected computer, and is easy to update and monitor.

Effective performance evaluation plays a critical role in the successful implementation of organizational strategy and in gaining a competitive advantage. Therefore, in addition to important HR decisions that greatly rely on performance evaluation, such as promotions, outplacements, dismissals, many organizations link performance to compensations and rewards. As noted by Bowley and Link (2005), a performance-based compensation plan, often known as “pay-per-performance,” should reflect the organization's goals.

the traditional methods, based on a disconnected blend of discrete applications, spreadsheet programs and paper-based systems, to communicate goals, track employee performance and manage compensation, are insufficient in the contemporary challenges of linking performance evaluation to organizational strategy (Bowley and Link, 2005). Yet, although sophisticated HRIS were developed to meet these contemporary challenges, Ensher et al. (2002) found little effect of HRIS on the process of performance management among HR executives, who still rely on paper-and-pencil administration and hard copy documentation of employee evaluation.

Nevertheless, CPM has drawbacks that are highly relevant to a service industry such as the hospitality industry (Miller, 2003). The main concern that CPM raises is that reliance only on quantitative criteria is likely to lead to the neglect of more qualitative aspects of performance.

Consequently, an effective CPM must be followed by the establishment of an employee development plan, designed in collaboration with his/her supervisor. The second application of technology in appraisal management is online evaluation and appraisal software (Miller, 2003). In contrast to the aforementioned CPM, in these cases technology facilitates delivering performance feedback, rather than generating the actual evaluation outcome.

360° feedback,

In addition, evaluation software packages can be used as stand-alone applications or as an integral part of the organization's HRIS, which offers computerized standard evaluation forms. The use of user-friendly software in evaluating employees allows managers to focus more on the contents of the evaluation, rather than on the forms.

Therefore, the use of computer software programs allows better coping with these challenges, while saving time and money.

While the organization enjoys the reduced need for complex bureaucracy, the employees enjoy better control and enhanced anonymity, as there is no need for dealing directly with HR staff on personal financial matters.

The use of HRIS has significant impact on the current affairs between the management and the employees, as well as the characteristics and the environment of the contemporary workplace. From the administrative perspective, through the HRIS the managers and the employees have access to relevant information on employee work rules, policies, and regulations on issues like privacy, illegal discrimination, and work diversity. In addition, the HRIS can assist discharged or displaced employees in finding alternative employment, by providing links to career counselors, training programs, and information, all of which are required for a successful and effective job search

technology has changed the nature of the workplace and employer-employee relations more fundamentally than just providing more accessible information.

Traditional e-commerce technology provides product/service, promotion, placement, and pricing strategic initiatives to external constituents through the use of extranet platforms merged with intranets (for instance, customer relationship management). HRIS technology provides the same initiatives through the use of intranets merged with extranet platforms (for example, recruitment). Thus, HRIS technology may be considered to represent internal e-commerce systems, which are crucial to the alignment of HR functions within strategic initiatives aimed at sustainable competitive advantages.

The evolution of HRIS platforms provides a range of tools for use by enhancing employee-employer relationships. The full service range of HRIS functions brings human capital closer to the strategic direction of the organization.

However, the technology is merely a tool that may enhance strategic alignment.

There is also evidence from the literature that a disengagement of the HR function from strategic initiatives exist in many hospitality enterprises.

It is common knowledge that the hospitality industry is labor intensive with many points of intimate service interactions of long duration. HR will produce sustainable competitive advantages for those firms that include the HR function in a united strategic direction.

The literature identifies the advantages of aligned human capital as a means to accomplishing sustainable competitive advantage for enterprises.

private parties and events represents over 30% of a restaurant’s revenue but it requires a coordinated sales effort to be successful

To fix the problem, I had to develop a easy-to-use, no hardware/software solution that was fast and intuitive."

he web application can easily integrate with existing websites and social media channels

stores all of the past client data

Tripleseat, a cloud-based Sales and Event Management application for the Hospitality Industry, announced they have recently achieved the milestone of having over 400 restaurants, hotels and unique venues as customers

Founded in 2008, Tripleseat has delivered over $200M in leads and managed over $500M in events in cities like New York, Boston, New Orleans, San Francisco, and Chicago. Jonathan Morse, a former Event Sales Manager, founded Tripleseat after he realized that restaurant Event Sales Manager were still using paper and pens to manage their banquet business.

Morse explained that private parties and events represents over 30% of a restaurant’s revenue but it requires a coordinated sales effort to be successful.

Tripleseat, a web based sales and event application that can deliver and capture leads while simplifying the booking and planning of events, ranging from conferences to banquets to private dining affairs.

Tripleseat has enhanced my ability to service customers fast and efficiently with all of the tools right at my fingertips. The integrated system stores all of the past client data and has helped me reduce paperwork and focus on sales."

Tripleseat is a Sales and Event Management web application that increases event sales and streamlines the planning process

“The big problem the electronics industry is facing as a whole is products are getting lighter and lighter,” iFixit’s Kyle Wiens said. “This is great for consumers but a nightmare for recyclers.” Smaller, lighter products can be tricky to take apart, and yield a lower volume of raw materials.

Glue and adhesives are a common hurdle. Products like the iPad and Microsoft Surface achieve a slim form factor by using “a metric duckload of adhesive,” as Wiens once put it, particularly to keep the battery in place. All that glue must be removed before any recyclable material can be melted down. And battery recycling is risky endeavorin the best of circumstances—under the right conditions, a damaged battery can cause a fiery explosion. Tack onto that the need to painstakingly pry a battery from its glue-smeared lodging and you’ve got a delicate task indeed. For items with a lot of glue, like a tablet display, Sims Recycling Solutions heats the glue, then uses suction cups to apply pressure across the glass so it can be removed without cracking. Other things that can make a product more challenging to recycle include the number of screws (particularly non-standard screws), the inclusion of hazardous materials like mercury (which is declining, due to the rising popularity of LEDs instead of bulbs), large amounts of glass, and plastics. Waterproof and tightly sealed products also are more arduous to deal with.

As we rush headlong into a world in which we’re disposing of more and more gadgets each year, making them easily recyclable should be a growing priority of device makers. Just as display size, processor speed and energy efficiency are marketing points, so too should recyclability.

David Thompson, Panasonic’s head of environmental affairs, says the standardization of screws and plastic resin materials, not thermally setting screws in plastic, and minimizing the use of glue will boost recycling efforts, as will designing products for easier disassembly. Would consumers really decry, or even notice, these changes? Probably not. But such changes could require concessions to slim dimensions and light weight. And for manufacturers, increased standardization may mean fewer distinctions between competing products. Take a plastic smartphone housing: Currently there are hundreds of variations (soft touch, textures, and metallic colors, to name a few). Standardization could limit that very marketable variety. Even so, some products are embracing such ideals. Dell won The Institute for Scrap Recycling Industries 2014 Design for Recycling award for the Latitude 10 and XPS 10 tablets and Latitude E7240 notebook. Aside making its products cheap and easy to recycle, Dell has used nearly 8 million pounds of recycled plastic in its desktop and display production. And it is not alone.

From central operations such as boilers to lighting systems, kitchen equipment, and automated energy management systems, hotels globally are working to reduce energy use while sustaining

Efforts include the linen and towel reuse programs that are now an industry standard to installation of low-flow faucets, showerheads, and other fixtures.

Hotels and resorts are integrating more and more selections in menus of all types that integrate organic produce, hormone free meats and dairy, and other natural products that offer guests healthier food selections.

Many hotel companies are shifting to card options made from paper, wood, and bioplastic that are better for the environment but equally as durable.

Recognizing the importance of safer products for guests and employees as well as the natural environment, many hotels have shifted to cleaning products that are made with bio-based oils and other natural cleaners.

A shift to more sustainable and healthier cuisine offers travelers unique opportunities to experience a greater connection to the locations they are visiting in a more sustainable way

Many hotels are making a statement by offering guests custom formulated amenities.

A growing trend with all types of spas is the integration of treatments that feature local and indigenous ingredients as well as natural and organic products.

First of all, each one of us has to respect the laws of the country where we stay. This includes the laws concerning privacy. In Germany, for example, there is the right to control what happens to your image as an aspect of criminal law.

Things like building websites, increasing event registrations, and email promotion are all made possible thanks to event technology.

While some event tools require manual data entry, others might automatically capture information for you. Some tools might perform competing tasks while other might actually work better together.

consider your business goals

Venue sourcing tools are any event technology program that allows event planners to search, browse, and filter through venue options

There are many tools for finding event venues and spaces but here are some options to consider:

EventUP allows organizers to directly message venue owners. They have a wide selection ranging from corporate event venues to private dinner party spaces.

Your event website is an important digital portal for prospects and attendees to get acquainted with your upcoming affair. Important details, registration and ticketing options, and additional marketing materials are all located here. These tools help you create this important piece of your event puzzle.

Tools for event registration offer users different ways to increase and facilitate attendee conversions. Some event registration tools specialize specifically in event registration but can integrate with other event technologies.

Event agenda tools help attendees learn about, select, customize and navigate their activities during your event.

If you want to drive people to your event, you will need a strong event promotion strategy. It also helps to have the help of event technology that was built just for this purpose.

email list segmentation and social media leveraging that turns attendees into brand ambassadors.

Getting feedback from event stakeholders is made possible with the help of live event surveys and polls.

Software integrations are what ultimately create a seamless workflow for your event planning process. There are three main types: open API integrations, native integrations, and third-party integrations.

s the competition within the event technology industry has grown, so too has the importance of providing easy to use tools for event marketers.

event ROI (51% according to the 2018 Event Marketing Benchmarks and Trends Report). This means that working towards event ROI clarity is a high priority task for many planners.

In addition to increasing labor productivity by 40%, organizers will be able to use artificial intelligence to efficiently allocate and spend their time.

Choose wisely.

Consider market trends

Sort through the noise.

Others go belly up, leaving behind millions of pounds of old gadgets piled in mountainous heaps atop land which has lead levels many times normal.

You’re probably not screaming into a paper bag about the $20 billion or so of gold that’s trashed in electronics every year worldwide. Precious metals come and go. But if you care about the soil that comprises the land of the brave, you should start thinking about what happened to last year’s smartphone (even if it’s just sitting in the garage).

This list of reasons isn’t exhaustive, but serves as a solid starting point for understanding the United States’ e-waste dilemma and what can be done.

U.S. e-waste recycling laws are often outdated or nonexistent

Only 25 states (plus Washington, D.C.) have legislation that addresses e-waste recycling. The other 25 don’t have comprehensive programs, and don’t report what happens to the electronics beyond occasional voluntary numbers, says Jason Linnell, head of the National Center for Electronics Recycling (NCER). Federal laws don’t explicitly address e-waste recycling.

The U.S. isn’t good at recycling

The current level and effectiveness of e-waste recycling depends on which state you live in and whether or not you trust locals to “do the right thing.” The hope for improvement sits with congressional reps, state lawmakers, manufacturers, and gadget freaks (yes, you).

Single-stream recycling hasn’t helped

Between 2005 and 2014, single stream recycling programs increased from 29 to 80 percent in American towns and cities. During that same time period, material contamination rates increased from 7 to 25 percent.

E-waste legislation regularly disappears in Congress

This is not the first Congressional session in which similar bills have been introduced and allowed to die like a first grade classroom goldfish on summer break. SEERA currently sits with the house’s Foreign Affairs Committee. Why is it so tough to pass e-waste legislation?

The U.S. is an environmental rogue

As of late 2018, 186 states and the European Union have ratified it and follow its legal framework. The United States has signed the Basel Convention, indicating an intent to ratify, but is the only developed nation that hasn’t actually done so, which

After the initial Basel Convention was adopted in 1989, many organizations said the treaty didn’t do enough to address the disposal of waste from first world countries into the developing world, and pressed for an update, which eventually became 1995’s Basel Ban Amendment. The tweak — which was attacked by many industrial powers, including the U.S., Canada, and Japan — needed three decades before it was accepted by enough countries to go into effect. In August 2019, Croatia became the 97th country to ratify it, which transformed the updated stipulations into international law in December 2019.

EPA regulations are incomplete

Federal attempts at regulation have stalled, been killed

U.S. pushes back against international efforts

As a part of the 2003 Waste Electrical and Electronic Equipment Directive (WEEE Directive), the public was guaranteed free recycling services, and conveniently located collection centers. Around the same time, the EU also passed the Restriction of Hazardous Substances Directive (RoHS), aka the “lead-free directive,” which restricts the use of several toxic materials in the manufacture of circuitry and electronic products.

In Japan, the Association for Electric Home Appliances requires consumers to help pay for the processing of their goods and manufacturers to set up recycling programs. Electronics recycling has been promoted as such a point of national pride — because Japan is both a huge consumer of gadgets and the country has few indigenous precious metals — that there’s serious talk of making the 2020 Tokyo Olympic metals out of recycled materials. An estimated 80,000 cell phones need to be pulled apart and picked over to complete the plan.

State-level e-cycling programs are uneven

Certified e-cycling programs are important, but also confusing

If you’re the compliance officer who has to make sure the company’s used servers don’t wind up getting tossed in an Indonesian landfill, and you won’t have to nervously answer questions in a “60 Minutes” exposé, you probably want to get that e-waste removed by a disposal team with one of these

That all sounds great until you listen to Puckett, who helped create the e-Stewards protocols. He’s one of several people who took part in the development of R2 for over two years and then refused to continue when the proposed guidelines seemed to be too tainted by lobbyists, including ones at the Institute of Scrap Recycling (ISRI), an organization that favors a free market approach over regulation. Puckett and 13 recyclers created e-Stewards, which describes itself as the “the cleanest, most globally responsible standard for e-waste recycling.” He points out that the R2 certification still allows recyclers to export to developing countries. E-Stewards’ doesn’t. R2 recyclers can drop toxic e-waste in landfills or incinerators in the event of “circumstances beyond their

Scrap recycling lobby doesn’t like regulations

The announcer proudly explains e-cycling is a vibrant industry that adds 20.6 billion to the U.S. economy and supports 45,000 jobs domestically, “safeguarding our environment,” along the way.

Can anything be done? Possibly

Recycling isn’t the only answer for fewer landfills filled with decaying circuits. Chris Wellise, Chief Sustainability Officer for Hewlett Packard Enterprise (HPE), which installs and recovers tech, emphasizes the importance of designing products for longevity, disassembly, and reuse.

“On average, 85 percent of the environmental impacts can be addressed in the design phase,” estimates Wellise.

Similar challenges exist for smartphones. Review IFixit’s guide for repairability and you can expect the phones that are easy to disassemble are also easier to refurbish or scrap. In an unusual display of transparency, eco-minded electronics company Fairphone sells spare parts on its site and has visual cues printed on the pieces to help novices figure out where everything goes. In case you’re wondering, it’s possible to make a Fairphone work in America, but most of the company’s sales are in Europe.

In 2018, Apple gave birth to Daisy, a robot that can disassemble 200 of the company’s phones in an hour — 1.2 million a year. The company has an installation of the machine in Austin, Texas, and another in the Netherlands. Daisy’s supply chain of used products comes from the company’s in-store trade-in program and a partnership with Best Buy.

Pretty awe-inspiring, right? Keep in mind that Apple sold over 217 million phones just in 2018 and has moved 2.2 billion iPhone units since the product line launched in 2007. The two Daisy divisions aren’t even working at capacity. Apple is willing to license the robot technology so any company can use it to disassemble phones, but none have approached them yet.