Industry 4.0: an Employee Perception (Case of the Czech Republic)

Soukupová, Nikola; Adamová, Markéta; Krninská, Růžena

doi:10.11118/actaun202068030637

Cited by 15 publications

(20 citation statements)

References 30 publications

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“…While the automotive industry in Central Europe has experienced one of the most impressive growth and convergence stories of recent times (Kureková, 2018), its success is largely dependent on the current employees' competency development in response to the ongoing digitalisation accelerated by the Covid-19 pandemic. According to Soukupová et al (2020), employees of Czech companies dread a possibility of a job loss or substitution of human work by robots because of the insufficient level of their skill required by Industry 4.0 The results of the literature also show that there is a dearth of rigorous studies that critically evaluate the skills gaps of people employed in the construction and automotive sectors. This paper aims to fill this gap by comparing the recent data about the employees' competency training and development in the Czech construction and automotive industry.…”

Section: Construction Sector and Automotive Industry In The Context Of Digitalisationmentioning

confidence: 99%

Employees' Digital Competency Development in the Construction and Automotive Industrial Sectors

Mazurchenko¹,

Zelenka²

2022

CEBR

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Nowadays, many companies make a great deal of effort to take full advantage of digital transformation and stay ahead of their competitors. The influence of digitalisation on manpower development and human capabilities as well as on the business environment, in general, is especially noticeable in the construction and automotive sectors. That is why the main purpose of this paper is to evaluate the impact of new digital technologies on employee competency development in Czech construction and automotive companies. The quantitative methodology is based on primary data collection conducted from July through October 2020 using the CAWI method. As a result, 27 responses from Czech construction companies and 39 responses from Czech automotive companies have been gathered in Survio software, processed and analysed by using descriptive statistics and Pearson's chi-square test of independence. The qualitative data analysis applied in this paper includes three semistructured interviews with human resource managers of selected Czech companies in the automotive industry. The advantages and disadvantages of the Covid-19 pandemic situation from the point of view of human resource management and employee training have also been analysed in the presented case study. The findings in this paper confirm that creating a digitally ready workforce and changing the employees' mindset towards the new style of doing their jobs remain significant challenges to deal with in the Czech construction and automotive industries. Implications for Central European audience: This paper focuses primarily on the training and professional development of people employed in the construction and automotive sectors, which have been highly affected by the ongoing digitalisation of business and the current Covid-19 pandemic situation. As the results further demonstrate, the widespread use of digital technologies can definitely help to enhance employees' digital competencies. However, the employees still have to get used to a digitalised workplace. In such conditions, the role of human resource managers is key in the implementation of continuous training as part of the corporate culture.

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Section: Construction Sector and Automotive Industry In The Context Of Digitalisationmentioning

confidence: 99%

Employees' Digital Competency Development in the Construction and Automotive Industrial Sectors

Mazurchenko¹,

Zelenka²

2022

CEBR

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“…The development of Industry 4.0 will be accompanied by a change in tasks and requirements for workers in the factory [23,24]. According to [25] I4.0 will offer many opportunities, but the risks associated with it should not be forgotten, such as the lack of structural changes in management on the labor market and the socio-ethical dimension of I4.0 implementation. The biggest challenge of I4.0 seems not to be technology, but people.…”

Section: I4mentioning

confidence: 99%

“…The impact of I4.0 on employees, employment, human work, jobs [12,25,[30][31][32]34,37,41,43,44,[49][50][51][52].…”

mentioning

confidence: 99%

“…The synthesis of the obtained results and their comparison with the literature are presented in Table 5. [12,33,34,43,44,46,49,51] change in functioning of organizations greater digitization and robotization [35,40,47,49,50,52] employee's role in I4.0 not changed significantly [43,44] the most important skills/competences in I4.0 technical skills, problem solving, coding skills, analytical skills, ability to work under pressure [25,35,36,39,42,[44][45][46]48] employers' expectations towards employees diligence, problem-solving orientation, activity in finding solutions, ability to learn, openness to change [36,39,48] employees' fluctuations both hiring new employees and training the existing ones will take place [39] preparation employees for I4.0 courses & trainings related to I4.0, self-learning [36,50] technologies with the greatest impact on labor market AI, automatics & robotics [29,33] impact of I4.0 on labor market simple physical/manual works will be replaced or liquidated, health & safety will improve, possibility of job loss by low-skilled workers [12,26,[31][32][33]38,…”

mentioning

confidence: 99%

“…The most frequently described topics are related to the impact of I4.0 on the human work or labor market, the desired skills/competences and change in functioning of organizations in the I4.0 era. There are articles that discuss several issues related to the impact of I4.0 on employees [33,35,36,39,44,48] and those that deal with only one issue [25,29,30,34,37,38,45,47,51]. However, there is no publication that covers all the issues contained in Table 5.…”

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confidence: 99%

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The Impact of Industry 4.0 on Employees—Insights from Australia

Ejsmont

2021

Sustainability

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Currently, Industry 4.0 (I4.0) is the most popular concept relating to changes in the functioning of industrial enterprises. Industry 4.0 has been discussed in the actual literature mainly from a technological perspective, overlooking social challenges regarding this fourth industrial revolution. The objective of this article is to diagnose the impact of I4.0 on employees. This aim will be achieved by (1) a literature review of existing research efforts, (2) conducting structured interviews, and (3) summarizing the current state of knowledge and providing a definition of further work. Scopus, Web of Science, and a set of specific keywords were used to select peer-reviewed articles showing evidence of the impact of I4.0 on employees/jobs in given countries or industries. After determining the current state of research in this area, it was decided to conduct structured interviews questionnaire in the country (Australia) and industry (horticulture), which had not been covered by the research in this topic so far. The main contribution of the article was the development and validation of a comprehensive research agenda on the impact of I4.0 on employees. The obtained results suggest that the impact of I4.0 on employees is significant, and the changes occur in many different categories related to human work. The impact of I4.0 was identified both at the macro (labor market) and micro (jobs) level.

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From Industry 4.0 Digital Manufacturing to Industry 5.0 Digital Society: a Roadmap Toward Human-Centric, Sustainable, and Resilient Production

Ghobakhloo,

Mahdiraji,

Iranmanesh

et al. 2024

Inf Syst Front

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The present study addresses two critical controversies surrounding the emerging Industry 5.0 agenda. Firstly, it seeks to elucidate the driving forces behind the accelerated momentum of the Industry 5.0 agenda amidst the ongoing digital industrial transformation. Secondly, it explores how the agenda’s sustainability values can be effectively realised. The study conducted a comprehensive content-centric literature synthesis and identified how Industry 4.0 shortcomings adversely impacted sustainability values. Furthermore, the study implements a novel approach that determines how and in what order the sustainability functions of Industry 4.0 should be leveraged to promote the sustainability objectives of Industry 5.0. Results reveal that Industry 4.0 has benefited economic and environmental sustainability values most at the organisational and supply chain levels. Nonetheless, most micro and meso-social sustainability values have been adversely impacted by Industry 4.0. Similarly, Industry 4.0 has been worryingly detrimental to macro sustainability values like social or economic growth equality. These contradictory implications of Industry 4.0 have pulled the Industry 5.0 agenda. However, the results identified nine sustainability functions of Industry 4.0 that, when leveraged appropriately and in the correct order, can offer important implications for realising the economic and socio-environmental goals of Industry 5.0. For example, under extreme unpredictability of business world uncertainties, the business should first leverage the automation and integration capabilities of Industry 4.0 to gain the necessary cost-saving, resource efficiency, risk management capability, and business antifragility that allow them to introduce sustainable innovation into their business model without jeopardising their survival. Various scenarios for empowering Industry 5.0 sustainability values identified in the present study offer important implications for knowledge and practice.

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Industry 4.0: an Employee Perception (Case of the Czech Republic)

Cited by 15 publications

References 30 publications

Employees' Digital Competency Development in the Construction and Automotive Industrial Sectors

Employees' Digital Competency Development in the Construction and Automotive Industrial Sectors

The Impact of Industry 4.0 on Employees—Insights from Australia

From Industry 4.0 Digital Manufacturing to Industry 5.0 Digital Society: a Roadmap Toward Human-Centric, Sustainable, and Resilient Production

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