Emerging human resource management practices in Industry 4.0
Pages | 176-181 |
Published date | 12 August 2019 |
Date | 12 August 2019 |
DOI | https://doi.org/10.1108/SHR-01-2019-0003 |
Author | Geeta Rana,Ravindra Sharma |
Subject Matter | Hr & organizational behaviour,Employee behaviour |
On another note
Emerging human resource management
practices in Industry 4.0
Geeta Rana and Ravindra Sharma
Abstract
Purpose –The study aims to offer a fresh perspective on best management practices to encourage
innovationand learning in the firm to keep abreastwith and adopt industry 4.0 advancements.The human
resource (HR) department must take proactive steps to adopt these technologies and update itself in
terms of necessary skill.The study highlights the importance of human resource managementpractices
in industry4.0.
Design/methodology/approach –The paper discusses thetransforming role of HR 4.0 in a disrupting
economy with the helpof the conceptual framework. This paper illustrates how thenew role of HR boosts
engagement by designing the best personalized benefits, trusting teams, collaborating and providing
personaldevelopment, which make a great case for a successful retentionstrategy.
Findings –This paper reveals how organizations can ensure their success and survival in this age of
technological disruptionsthrough their people. Top management must be ready for a new transformed
role of the HR throughinnovative HR practices.
Originality/value –This paper provides plenty of information to interest practicing managers,
researchersand students in HR management, organizationalbehavior and industrialrelations.
Keywords Organizational structure, HR practices
Paper type Viewpoint
Introduction
Industry is vital to the economy of any nation. Technological advancements have been
changing the way industry functions since the inception of industry itself (Shamim et al.,
2016). Paradigm shifts in industryhave come to be referred to as “industrial revolutions”.
The past three industrial revolutions were a result of groundbreaking technical
developments: mechanical machines began industry 1.0 (eighteenth century); electricity-
powered began industry 2.0 (nineteenth century); and relatively recently, computers and
internet-enabled technologies led to industry 3.0 (twentieth century). In the twenty-first
century, industry 4.0 represents the smart business and smart factory revolution. Various
socio-economic, political and technological changes have initiated the fourth industrial
revolution (4th IR) (Lasi et al., 2014), also called Industry 4.0 (Burmeister et al., 2015).
Industry 4.0 is a class of digital transformation in current business processes,
substituting physical business operations with digital computer arrangements (Iansiti and
Lakhani, 2014) . It is also known as the “Internet of Things” (IoT). “Industry 4.0 is
described as interactive interconnectedness between analog production and the digital
world” (West, 2015). Clearly, technical knowledge of the human resource department
(HRD) must also advance with the emergence of new technologies and production
methods.
Geeta Rana and
Ravindra Sharma are both
based at the Department of
Management, Swami Rama
Himalayan University,
Dehradun, India.
PAGE 176 jSTRATEGIC HR REVIEW jVOL. 18 NO. 4 2019,pp. 176-181, ©Emerald Publishing Limited, ISSN 1475-4398 DOI 10.1108/SHR-01-2019-0003
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