Industry 4.0 in manufacturing SMEs of Argentina and Brazil

Rubén Ascúa
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引用次数: 2

Abstract

ABSTRACT The level of diffusion of the new technologies involved in the so-called Industry 4.0 (I4.0) is still incipient in Latin America. This article compares the empirical studies carried out on selected samples of small and medium-sized enterprises (SMEs) in Argentina and Brazil, focusing the analysis on the experiences of adoption of I4.0 technologies on the motivations and benefits of adopting these new technologies. The I4.0 presents two dimensions; on the one hand, the top-down policy in which governments encourage the productive system to adopt the drivers of this technological revolution and, on the other, the business dimension driven by the large transnational corporations and the network of participants in their value chain. This article finds that the main motivations of analyzed SMEs with the introduction of these new technologies is linked to the need to find solutions, in terms of improving efficiency in processes, higher quality of products, and services to customers and suppliers. Additionally, the change that digitalization entails poses a qualitative leap for SMEs that forces them to rethink their operation; the interconnection and dynamic updating of the skills of their human resources is essential. The research findings highlight different obstacles, such as lack of knowledge about these new technologies; the unavailability of infrastructure and necessary internal connectivity; the qualified human resources shortage; the culture, organizational habits, and resistance to change; the difficulties in accessing financing, and size of investment; and education and training system deficiencies, among others.
阿根廷和巴西制造业中小企业的工业4.0
在拉丁美洲,所谓的工业4.0 (I4.0)所涉及的新技术的传播水平仍处于初级阶段。本文比较了阿根廷和巴西中小企业(sme)的实证研究样本,重点分析了采用工业4.0技术的经验,以及采用这些新技术的动机和效益。工业4.0呈现两个维度;一方面是自上而下的政策,政府鼓励生产系统采用这种技术革命的驱动因素,另一方面是由大型跨国公司及其价值链参与者网络驱动的商业层面。本文发现,分析中小企业引入这些新技术的主要动机与需要找到解决方案有关,在提高流程效率,提高产品质量以及为客户和供应商提供服务方面。此外,数字化带来的变化给中小企业带来了质的飞跃,迫使他们重新思考自己的运营;它们的人力资源技能的相互联系和动态更新是必不可少的。研究结果强调了不同的障碍,例如缺乏对这些新技术的了解;缺乏基础设施和必要的内部连接;合格人力资源短缺;文化、组织习惯和对变革的抗拒;融资难、投资规模;以及教育培训体系的不足等。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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