Purpose The purpose of this paper is to present the possibilities of formal and structural appearances of a job description, with correct content, through corporate examples and the result of a research. Design/methodology/approach The author in this paper aims to demonstrate the possibilities of the design of job descriptions, based on more than ten-year-long, intense, empirical research of job descriptions (cca. 1,200 examined and analyzed items). Findings During the research work, a 2D job description sample has been created, mapped from a 3D job description, based on an earlier research. This 2D sample can serve as a good starting point for companies in the creation of new documents. Furthermore, the process of the formal visualization of job descriptions has been described, and structured and semi-structured formal visualization have been illustrated, with corporate examples. Research limitations/implications A well-visualized job description can lead the employee, the employer and the company as well to comprehension and competence, thus job descriptions become one of the tools of HRD visual management. Practical implications The aim is to support the job description writing process, which therefore will lead to a well-formed and well-structured, attractive, “living” document. Originality/value The form and content of a job description, the aims that it serves and the message it conveys really make a difference. 3D job descriptions are under patent design protection in Hungary (Registration Number: 90 806 D0500121).

Purpose – The purpose of this paper is to present the necessary accessories for creating a job description, through a model. The model concentrates on the person and a job description document, which is capable of connecting and synchronising the organizational goals. The author introduces a tool that assists in creating job descriptions. Design/methodology/approach – In the present paper the author integrates the conclusions of the authors on the subject and her own research results, on the basis of which she creates a three dimensional (3D) job description model. This 3D model could be used as a resource in the human resource development field. Findings – The elements of the resulting job description document: the method specific accessories of the job descriptions. The content specific accessories of the job descriptions. The person specific accessories of the job descriptions. Research limitations/implications – The 3D job description, which is presented in the study, was preceded by the development of a general model. The very first application of the general model was in connection with competence tests, which have gained popularity lately. Competences can be classified in different ways. Each aspect of classification corresponds to a face of a tetrahedron, five of which comprise the model. This model is also adaptable for other kinds of research used at research centres, educational institutions and companies. Practical implications – The 3D job description being presented was developed as a special, multi-dimensional data model. The model allows us to discover and present the causal relationships and the connections between the parts and the whole of job description elements. It demonstrates the interacting factors clearly due to the fact that the tetrahedrons can be rolled over one another, and it is adaptable for the mapping of the connections between these factors. Social implications – The model is capable of defining the central elements. In this case, the people and the organization of work are in the centre. The 3D job description is adaptable for modelling by the exploration of logical links, so it can show what kind of “whole” is generated by the given elements and what parts it consists of. Therefore the model can be interpreted as a network of connections, which is capable of illustrating the vertical and horizontal structure, due to the special form of tetrahedrons. The model is perfect for the demonstration of the connections between contents on the faces of the tetrahedrons, due to their form and movability. Originality/value – The elaboration and presentation of the general model, protected by design patent (90 806 D0500121) in Hungary, was stimulated by the fact that during different kinds of research and analyses it is an important task to explore the influencing factors, elements and their connections. This is of primary importance especially at the early stage of research and analysis, because the negligence of these in the early stages results in the fact that those particular factors can be taken into account only during a repeated analysis.

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In the last few years, there have been several big changes in the automotive industry, and global automotive supply chains have faced many challenges, mainly due to the COVID-19 epidemic. The virus had several huge impacts on the global market, with different risk management approaches companies and global supply chains needed to adapt to the altered situation. During the second and third wave of the epidemic, several regions and countries were under lockdown for different intervals in order to stop the spread of the virus. Some countries entered lockdown for the first time, and many of them entered lockdown again, as when the first wave occurred. The economy of the Philippines is dependent on electronics-related industries, which faced extraordinary risks from different sources, and these industries suffered severe consequences because of COVID-19. Crucial automotive suppliers outsource their production facilities to the Philippines region, and the dominant semiconductor segments were heavily impaired due to the lockdowns. Electrification in the automotive industry and the spread of electric vehicles is becoming increasingly important due to rapid technological development. The economic shock caused by COVID-19 forced companies in this sector to diversify their supply chain activities in order to stay competitive, minimize the supply chain-related risks and to start recovery processes. The authors analysed the risks, position, opportunities, challenges, difficulties, reactions and solutions of a certain automotive supplier, which was heavily reliant on the Philippines, and Chinese suppliers.

As a result of the changes caused by Industry 4.0 and Industry 5.0, unknown or less prominent challenges will be the focus of the operation of organizations and will essentially transform current human resource management (HRM) and its framework and tools. This research aims to identify Industry 4.0 solutions and expected changes in the field of human resources (HR) and for employees and to outline emerging trends of Industry 4.0 that impact HR based on interviews with surveyed companies and a review of the relevant literature. Structured interviews were conducted in this research. After individually processing the responses of each interviewee, the responses were formulated by considering all interviews. This research points out that in terms of HR, recruitment and training are being most affected by the fourth industrial revolution, and changes in competencies and their development processes have begun. Hopefully, the discovered connections will inspire further research and provide useful information on the field of Industry 4.0 and HR.