Operator 4.0 – Emerging Job Categories in Manufacturing

Abstract

With the trends of industry 4.0 and increased degree of digitalization in production plants, it is expected that production plants in future is much more adaptive where they can both self-optimize production parameters as well as self-maintain of standard activities. All though this would reduce manual operations, new work activities are expected in a cyber-physical production plant. For instance, the establishment of digital twins in cloud solutions enabled with Internet of Things (IoT) can result in crafts in maintenance analytics as well as more guided maintenance for the maintenance operator with augmented reality. In addition, more service from external personnel such as the machine builder is expected to be offered in Industry 4.0. In overall, it will be of interest to identify and recommend qualification criteria relevant for a cyber physical production plant that would be implemented in the organisation. The aim of this article is to evaluate the role of operator as well as other relevant job categories in a cyber physical production plant. The result in this paper is a recommended framework with qualification criteria of these job categories. Further research will require more case studies of this framework.

Framework for the Development of Affective and Smart Manufacturing Systems Using Sensorised Surrogate Models

“…The worker presents spasmodic and repetitive movements CCP (2) The worker finds it difficult to manipulate small objects CCP (2) The worker presents hypersensitivity to forced postures CCP (2) The worker has difficulty using tools CCP (2) The worker is easily disoriented CCP (2) The worker has apparent difficulty in keeping his/her balance CCP (2) The worker tends to lean on nearby objects CCP (2) The worker is hyposensitive to pain or heat CCP (2) The worker does not tolerate strong smells CCP (2) The worker tends to taste unknown substances CCP (2) The worker avoids contact with particular materials/textures CCP (2) The worker loses his/her balance if he walks with objects in his/her hand (3) Social interaction and communication CCP (3) The worker has difficulty reacting when appointed CCP (3) The worker has difficulty interacting with strangers CCP (3) The worker tries to avoid interaction with other people CCP (3) The worker responds in a negative way to the proximity of persons who are not part of the environment CCP (3) The worker shows signs of stress when exposed to other people (invasion of personal or proxemic space) CCP (3) The worker responds negatively to physical contact with other people CCP (3) The worker presents symptoms of stress when feeling judged The worker has difficulty adapting to improvised changes CCP (4) The worker has difficulty adapting to changes in the established routine CCP (4) The worker has difficulty changing tasks CCP (4) The worker subscribes to routines and protocols.…”

“…The workplace does not require manual precision RCC (2) The workplace does not require precision tools RCC (2) The workplace is ergonomic (height, etc.) RCC (2) The tools to be used are ergonomic and easy to use RCC (2) The job does not require moving to other production areas RCC (2) The workplace does not require moving with severe safety risks RCC (2) The worktables, trolleys, and elements that make up the post are robust and stable RCC (2) The workplace does not expose the worker to irritating substances RCC (2) The workplace does not expose the worker to substances with a strong odor RCC (2) The workplace does not expose the worker to toxic substances RCC (2) The workplace does not involve contact with viscous substances or dust RCC (2) The workplace does not require moving objects with hands…”

“…Based on analyzing the possible reasons for transferring the knowledge of the workers to the technology, one of the main problems that arises involves the lack of frameworks, methodologies, and tools to develop solutions whose results ensure real and efficient integration of the human factor into dynamic environments. This paper therefore has various objectives: (1) detection of the potential of integration and co-evolution according to their variety and expectations that can be key to achieving the objectives of integrating the human factor from its experience, cognitive, and affective variety; (2) successful integration of the human factor at the level of processes, products, and business models that guarantees the system-environment-human adaptation; and (3) synchronization of the development of talent with the introduction of digital technologies, thereby the effectiveness and efficiency of the productive processes, and satisfying the real expectations of the people within the configuration of inclusive work environments and connectivity.…”

“…(1) Introduction: What is the problem being studied and why is it being studied? (2) Background: This section presents the background according to three points: first, the study of integrating individuals in workplaces, and their contextual situation; second, analysis of the methodologies and design techniques for the inclusion and/or adaptation of workplaces to the workers; and third, analysis of cyber-physical workplaces. (3) Conceptual framework: How and with what materials was the problem studied?…”

“…These interactions are generating a new workforce that has significant repercussions on the nature of work [ 1 ]. The integration of workers into an industry 4.0 system that consists of different competences, capacities, educational levels, and cultural backgrounds presents a significant challenge [ 2 ]. The increase in the degree of digitalization in industrial plants involves an increased complexity of the daily tasks of human operators.…”