Relationship between Trends, Job Profiles, Skills and Training Programs in the Factory of the Future

Pontes, Joseane; Geraldes, Carla A. S.; Fernandes, Florbela P.; Sakurada, Lucas; Rasmussen, Ann Lilith; Christiansen, Lasse; Hafner-Zimmermann, Sabine; Delaney, Kieran; Leitão, Paulo

doi:10.1109/icit46573.2021.9453584

Cited by 21 publications

(21 citation statements)

References 8 publications

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“…Despite the revolution caused by technologies in work processes, digital transformation requires intrinsic human skills to ensure usability and efficiency for the application of digital technologies (Cimini et al, 2020;Galati & Bigliardi, 2019;Pacaux-Lemoine et al, 2017;Pontes et al, 2021;Ramzi et al, 2019;Romero et al, 2020;Sakurada et al, 2020). In this sense, the labor market needs to adapt to the related demands (Liboni et al, 2019;Stachová et al, 2019) because the increase in intelligence in the technological system and generation of complex data requires more qualified workers to make decisions in very different areas of work (Cagliano et al, 2019;.…”

Section: Introductionmentioning

confidence: 99%

Human resources management 4.0: Literature review and trends

Silva

Soltovski

Pontes

et al. 2022

Computers & Industrial Engineering

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Section: Introductionmentioning

confidence: 99%

Human resources management 4.0: Literature review and trends

Silva

Soltovski

Pontes

et al. 2022

Computers & Industrial Engineering

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“…Eight studies that deal with the creation of one or several parts of matching to close the skill gap in industry, were categorized according to which part of matching they deal with. The matching can be described as a system with the subsystems trends, skills, job profiles, employee, task, machine and training item, as synthesized from the scanned papers [16], [17], [18], [19], [20], [21], [22] and [23]. These sub-systems and the matching between them occurred in the papers, sometimes differently, e.g., learning program instead of training [16].…”

Section: Findings For Question 1: How Can Skill Needs Be Matched To E...mentioning

confidence: 99%

“…The matching can be described as a system with the subsystems trends, skills, job profiles, employee, task, machine and training item, as synthesized from the scanned papers [16], [17], [18], [19], [20], [21], [22] and [23]. These sub-systems and the matching between them occurred in the papers, sometimes differently, e.g., learning program instead of training [16]. Also, according to [17] "skills" could be derived into skills, knowledge and competences.…”

Section: Findings For Question 1: How Can Skill Needs Be Matched To E...mentioning

confidence: 99%

“…Figure 1 shows the different objects in the system. Pontes et al [16] included several parts of the matching suggesting mathematical solutions for matching trends to job profiles, and matching new skills needed with training programs. In their solution they suggested that the users of the system choose by themselves which trends and affected job profiles are relevant in their business context, after they see the system's suggestions on trends and affected job profiles.…”

Section: Findings For Question 1: How Can Skill Needs Be Matched To E...mentioning

confidence: 99%

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Skills Matching for a Greener Industry 4.0 – A Literature Review

Braun

Stahre

Hämäläinen

2022

Advances in Transdisciplinary Engineering

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Manufacturing industry has historically had a very high leverage on environmental impact. Therefore, it is urgent to identify how the industry and its employees can contribute to change towards a sustainable society. Industry leaders need to enable their employees to create sustainable solutions, using technologies rising in industry 4.0. However, nowadays there are also critical discussions about whether this trend has reached our workplace settings in a satisfactory way. Namely, there is a growing skill gap among employees in manufacturing industries causing a lack of capability to match skill needs for fast technological development and requirements on sustainability. The resulting mismatch of technical and managerial knowledge and experience will critically impact companies in competitive markets. Despite a vast range of educational initiatives available on the global market, less employees than needed are developing new skills. A smart matching process to strategically support employees in their learning paths, by matching them to new relevant skills and matching those skills to learning activities, could bridge the widespread skill gap and address challenges e.g., motivation to learn. This study reviews existing research on functional matching processes for individually tailored learning and upskilling paths for employees that need to develop skills in industry. The study’s result maps out parts in a matching system and identifies the existing gap in literature.

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“…For this purpose, the methodology proposed in [10] considers the analysis of the association among technological trends, target job profiles, and skills' gaps and impact to determine the upskilling needs, as illustrated in Fig. 2.…”

Section: Analysis Of the Skills Gaps And Impactmentioning

confidence: 99%

Co-Design Process for Upskilling the Workforce in the Factories of the Future

Geraldes

Fernandes

Sakurada

et al. 2021

IECON 2021 – 47th Annual Conference of the IEEE Industrial Electronics Society

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The digital transformation that the world is facing has a strong impact in the professional occupations and job profiles in the factories of the future context, requiring the need of upskilling and re-qualification of the workforce. Taking this into account, an Industrial Collaborative Educational Design (ICoED) is presented comprising three stages and eight steps, and considering a democratic and collaborative participation of the different stakeholders, namely the managers, educators and learners, each one providing its own perspective on the design of the training programme. In this co-design process, the analysis of the skills' gap is a crucial task to prepare the initial stage of the process, particularly identifying the needs in terms of soft and hard skills. The proposed ICoED process was applied to solve an upskilling problem of an industrial metal stamping company, with the participants performing three workshops to execute the eight steps, reaching a training programme with five modules, each one settled with proper activities, resources and infrastructures.

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Relationship between Trends, Job Profiles, Skills and Training Programs in the Factory of the Future

Cited by 21 publications

References 8 publications

Human resources management 4.0: Literature review and trends

Human resources management 4.0: Literature review and trends

Skills Matching for a Greener Industry 4.0 – A Literature Review

Co-Design Process for Upskilling the Workforce in the Factories of the Future

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