Purpose -The purpose of this paper is to address the potential impacts of Industry 4.0 on human resource management (HRM)with a particular focus on employment, job profile and qualification and skill requirements in the workforcewhich can have implications for supply chain management (SCM). Consequently, exploratory relationships among Industry 4.0, HRM and SCM are presented based on a systematic review. Design/methodology/approach -To explore Industry 4.0 literature and its impact on employment, the authors used a systematic literature review to identify, classify and analyze current knowledge, flagging trends and proposing recommendations for future research in this area. Using the Web of Science database, the authors utilized co-citation software to visualize the networks which emerged from recurrent terms and which were then used to develop the categories of analysis. Findings -The authors can affirm that the literature in this field is in a transition process, from the early studies of German academics to the current development of new impacts worldwide. Industry 4.0 is the central theme of the literature analyzed and is accomplished through the development of employment, qualifications, skills and learning frameworks. The results reveal that most papers are conceptual, with quantitative studies still lacking. Developed countries have a leading role in terms of research production, while Latin America and Asia are far behind. Clustering reveals four dominant themes (educational changes, employment scenario, work infrastructure resources and work meaning and proposal). The first refers to labor changes around working conditions, the work environment and new skills which are required. The second main theme concerns the potentially unstable shift in the labor market has toward a high-level context. The third is about the technical interface of humans and machines, and finally, the fourth understands the German industry as a starting point for global industrial improvements and work proposal changes. Furthermore, socio-technical systems cover the implications of HRM for SCM in three different dimensions: qualification and education (human competences), collaboration and integration of SCM (organizational competences) and data and information management (technical competences). Research limitations/implications -An original research agenda for further development of the topic. Additionally, the implications of the findings for SCM practitioners are presented. Practical implications -SCM managers can benefit from the results of this paper by developing adjusted polices for organizational and human aspects. Specially about training programs to improve technology skills and education programs for cyber-human new plataforms. Originality/value -So far, Industry 4.0, HRM-related topics and implications for SCM have generally been considered separately. This paper elucidates the few important studies on the impacts of Industry 4.0 on human-related topics, such as the labor market, building a research framework using the...

Purpose In this paper, the authors aim to explore the relationship between the concepts of Industry 4.0 and circular economy (CE) as a contribution to the management decision on emerging countries. By analyzing the trends of scientific production to ascertain the interface of both constructs, the purpose of this paper is to identify limitations for Industry 4.0 and CE implementation in Brazil, as well to present an original framework and strategic pathways to overcome limitations for emerging countries. Design/methodology/approach Supported in the Brazilian case, the authors draw a framework using the structuralism approach to indicate pathways for the strategic positioning of emerging economies that consider their limitation and potential for competitive advantage. By understanding country-related limitations such as social and economic contingencies, the authors conceive a structure of implications for Brazil’s capacity to develop CE in the digital era. Findings Results show that Brazil has a reasonable, institutional and stable environment, as well as strong regulatory policies for solid waste that can stimulate CE in the country. However, it requires more communication between actors, especially public and private institutions, performing long-range relationships. Also, the country requires consolidation of industrial policies and investments in the remanufacturing process in the supply chain. Likewise, despite Brazil’s ability to take advantage of CE’s benefits, the country presents a huge lack of qualification to fulfill the competences that the digitization process demands. Economically, Brazil has been fighting against an economic crisis since 2014 that has limited general investments, especially in the industrial sector. Industry presents low performance and decreasing GDP participation, which leads to constant overseas production transfer as a consequence of the workforce’s high costs. Research limitations/implications The authors can affirm that Brazil is far behind developed countries in searching for the capacity to provide CE through technological industrial change. The main problems are related to the lack of articulation of public and private spheres to promote new digital business models. Therefore, the structured framework enables managers and public agents to provide solutions and to properly address supply chain bottlenecks in emerging economies. Originality/value Exploring the relationship between the concepts of Industry 4.0 and CE through the specific lens of the structuralist method, this work can contribute to the management decision on emerging countries, looking into four important perspectives: political, economic, social and technological.

PurposeIn the past, simply fulfilling economic performance alone was critical to ensuring the success of companies and their shareholders, but this traditional perspective is not compatible with society's current demands, as there is increasing social pressure on organizations to become more sustainable and reduce impacts on the environment, promoting sustainable results in their business processes. In this context, the specialized literature states that human resources management (HRM) is considered a central aspect for building sustainable organizations, in particular, the area of green human resources management (GHRM). Thus, this study analyzes the relationship between GHRM and corporate social responsibility (CSR) in Brazilian companies. Company's age, size, ISO 9001 and 14001 certifications are the control variables.Design/methodology/approachThe authors adopted a quantitative approach in conducting the survey. Four waves of email were sent to HR and CSR managers from 853 Brazilian companies from the metallurgical, automotive and chemical industries. In total, 79 questionnaires were fully answered, higher than the minimum sample calculated by the G*Power 3.1 software, which corresponds to a return rate of 9.26%. For the analysis of the results, the partial least squares method was used.FindingsThis research identifies that GHRM practices, in fact, positively influence CSR practices. The findings evidence that practices of performance evaluation, teamwork and recruitment and selection are the most important for a better CSR performance. The research results indicate that the “ISO 9001 certification” control variable also has a positive and significant effect on CSR and that the size of the company, the age of the company and the ISO 14001 certification, in the analyzed sample, were not relevant (as control variables) for CSR.Originality/valueCurrent literature highlights the gap between GHRM and CSR. This relationship is not explored in Brazil. The study uses a new theoretical model, and it fills the gap identified in the literature. This paper brings important theoretical and managerial contributions. It is the first in the literature to show, in an empirical way, the positive relationship between GHRM and CSR, contributing in an original way to the state of the art of the GHRM and CSR theme. In addition, this research adds empirical evidence on GHRM and CSR in Latin America/South America/Brazil.