Analysis of Employees’ Competencies in the Context of Industry 4.0

Abstract

The implementation of Industry 4.0 technology and meeting the expectations of employers, the labour market, and, in fact, sustainable development are new challenges for industry employees, especially for their knowledge and skills. The changes introduced during industrial revolutions have always affected the job market and employees’ required competencies. The same can be said for the latest industrial revolution, Industry 4.0, in which the human factor plays an important role, mainly because new challenges are posed by human beings’ role in digitised reality. Our research aimed to identify the employee competencies that are required in the context of Industry 4.0. We investigated two groups of respondents (employees and students). These groups were subjected to a comparative analysis of their digital, technical, social and personal competencies. As a result of the analysis, we identified the highest-ranked competencies in defined groups. Our results show that technical and soft skills are equally important in this highly technically based industrial revolution.

An Employee Competency Development Maturity Model for Industry 4.0 Adoption

“…Not only has the job market been affected by the introduction of the I4.0 initiative, but also required employee competencies [37]. Thus, based on the rise of digitalization, connectivity, and analytics, I4.0 requires people to develop new skills and adapt skills, those already learned [38].…”

Modeling the development of employee competence by investing in well-being program activities

“…В рамках исследования (Ozcelik, Langton and Aldrich, 2008) проведен регрессионный анализ, который показал наличие влияния реализации практик, способствующих улучшению эмоционального климата в коллективе и развитию лидерства, на положительную динамику в показателях эффективности деятельности организаций. Авторы сравнивали результаты деятельности различных организаций (доход, стратегический рост и пр.)…”

“…В работе (Biao, 2015) предложена концепция lifelong learning и показано ее влияние на развитие человеческого капитала. В статье (Loyalka et al, 2015) проведен анализ значения профессионального образования и переподготовки на развитие сотрудников в Китае. Кроме того, существует ряд исследований, в которых рассматривается влияние отдельных элементов корпоративной культуры на различные аспекты профессиональной деятельности сотрудников, например, инновационную активность (Белкин и др., 2014;Danko et al, 2018) или приверженность организации (Ahmad, 2020).…”

“…Кроме того, существует ряд исследований, в которых рассматривается влияние отдельных элементов корпоративной культуры на различные аспекты профессиональной деятельности сотрудников, например, инновационную активность (Белкин и др., 2014;Danko et al, 2018) или приверженность организации (Ahmad, 2020). Стоит отметить наличие работ, посвященных анализу использования компетентностного подхода в рамках концепции «Индустрии 4.0», например, (Kowal et al, 2022).…”

DisneyHint: Lean and coaching-based employee suggestion system for the human challenges of Industry 4.0

“…Therefore, this trend has been accepted in both research and industry as a means of managing the new consumption paradigm (Nguyen-Ngoc, Lasa & Iriarte, 2022;Rautiainen, Pantano, Traganos, Ahmadi, Saenz, Mohammed et al, 2022). Besides the benefits of this new revolution, some challenges were highlighted, such as unemployment for low-qualified workers, the increasing precariousness in society, and the demand for training to accomplish the requirements caused by the labor market (Kowal, Włodarz, Brzychczy & Klepka, 2022;Sony, 2020). The challenges mentioned lead to a new and more effective approach to human resources development.…”