Strategically aligning human resources skills in preparation for the Fourth Industrial Revolution

Lindokuhle Vuyisile Bridget. Mkhize, S. B. Parumasur
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Abstract

Preparing for the Fourth Industrial Revolution (4IR) is imperative to facilitate the survival of businesses through effective manpower planning. Layoffs, in a country tormented by escalating unemployment, will be futile and will exacerbate the already unsurmountable unemployment problem. The obvious action is to prevent the loss of social capital and for human resource (HR) managers to upskill employees and find the right skills for the job in an effort to align HR skills required with the new opportunities that 4IR will bring to the workplace. The 4IR is at the doorstep of business. Those businesses that do not prepare adequately for it will face dramatic consequences. There is a paucity of research providing guidelines and strategies that businesses can consider and adopt in efforts to plan for the 4IR climate. This study, therefore, assesses the activities that HR managers, especially in businesses in developing countries, can adopt and engage in order to guide the organisation to have the appropriate skills and talent to transition into the 4IR work environment. The study adopts a grounded theory approach to explore what is needed to achieve a sustainable 4IR. It provides HR professionals with insight into the 4IR skills alignment framework, digital skills and competencies needed in the 4IR and recommendations to enable practitioners to effectively prepare for the 4IR (Adams, 2006; South African Board for People Practices [SABPP], 2012). HR managers play a pivotal role in predicting future changes that affect the workforce and in guiding the organisation to transition from a values-driven standpoint.
战略性地调整人力资源技能,为第四次工业革命做准备
通过有效的人力规划,为企业的生存做好第四次工业革命准备是当务之急。在一个被不断上升的失业率所折磨的国家,裁员将是徒劳的,只会加剧已经无法克服的失业问题。显而易见的行动是防止社会资本的流失,人力资源(HR)经理要提高员工的技能,找到适合工作的技能,努力使人力资源技能与第四次工业革命将给工作场所带来的新机会保持一致。第四次工业革命就在商业的门口。那些没有做好充分准备的企业将面临严重后果。企业在规划第四次工业革命环境时可以考虑和采用的指导方针和策略的研究很少。因此,本研究评估了人力资源经理(尤其是发展中国家的企业)可以采用和参与的活动,以指导组织拥有适当的技能和人才,以过渡到4IR工作环境。该研究采用扎根理论的方法来探索实现可持续的第四次工业革命所需的条件。它为人力资源专业人员提供了关于第四次工业革命技能校准框架、第四次工业革命所需的数字技能和能力的见解,以及使从业者能够有效地为第四次工业革命做好准备的建议(Adams, 2006;南非人民实践委员会[SABPP], 2012)。人力资源经理在预测影响劳动力的未来变化和指导组织从价值观驱动的立场过渡方面发挥着关键作用。
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