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Proceedings ArticleDOI

Features of Implementing The Competency-Based Approach to Teaching Engineering Students in The Context of Industry 4.0

20 Oct 2022-pp 1-6
TL;DR: In this paper , the authors pointed out the features and advantages of distance education in gaining knowledge and developing professional competences for future engineers and presented a list of key competences of engineering students in the context of shaping Industry 4.0.
Abstract: Based on an analysis of economic development trends, the importance of the industrial sector of the economy has been identified. It has been argued that the further development of industries in the context of technological change in the formation of Industry 4.0 will have an impact on the labour market. The labour market, in turn, will impose updated requirements on engineering specialists in terms of a set of professional competences. Employers' requirements for the knowledge and skills of future employees are also changing. Therefore, the implementation of a competency-based approach in the training of engineering students is becoming more relevant in today's digitalised society. In this regard, the study proposes the use of distance education as a relevant tool for implementing the competency-based approach in Industry 4.0. The authors pointed out the features and advantages of distance education in gaining knowledge and developing professional competences for future engineers. In addition, the paper presents a list of key competences for engineering students in the context of shaping Industry 4.0.
References
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Journal ArticleDOI
TL;DR: In this article, a systematic literature review aims to provide an overview of the research to date related to influences of the Industry 4.0 Revolution on human capital development and consumer behavior.
Abstract: Automation and digitalization, as long-term evolutionary processes, cause significant effects, such as the transformation of occupations and job profiles, changes to employment forms, and a more significant role for the platform economy, generating challenges for social policy. This systematic literature review aims to provide an overview of the research to date related to influences of the Industry 4.0 Revolution on human capital development and consumer behavior. A search on the Web of Science identified 160 papers that met the inclusion criteria. The major objectives aimed to identify: the main types of influences of the Industry 4.0 Revolution on human capital development and consumer behavior; the main opportunities and challenges for new directions in education associated with shifting the work environment; and the drivers for human capital development and consumer behavior through the lenses of the Industry 4.0 Revolution. The results revealed some key aspects for the development of human capital: information, new jobs, the Internet, technology, training, education, new skills, automation, communication, innovativeness, professionals, productivity, artificial intelligence, digitalization, e-recruitment, and the Internet of Things, as well as the main drivers of consumer behavior: information, e-commerce, digitalization, the Internet of Things, e-distribution, technology, digitalization, automation, personalized, performance, artificial intelligence, behavior intention, e-shopping, and data mining.

256 citations

Journal ArticleDOI
TL;DR: The required competencies, the technologies that aid in developing them, and the methods of assessing them are reviewed, to enable intelligent factories to produce personalized output utilizing greener and more efficient processes.
Abstract: Industry 4.0 is a term that represents the radical transformation of Industry that has resulted from the integration of emerging technologies. It implies that we are witnessing the proximity of the Fourth Industrial Revolution. Industry 4.0 aims to enable intelligent factories to produce personalized output utilizing greener and more efficient processes. However, to accomplish this, manufacturers must overcome several barriers, such as the lack of qualified talent to develop and manage various high-tech systems. This deficiency means that Industry 4.0 demands a change in the labor market, explicitly requiring trained professionals who have the competencies and skills to thrive in this new environment. What should a set of competencies be in the modern professional profiles? In this work, we review the required competencies, the technologies that aid in developing them, and the methods of assessing them.

63 citations

Journal ArticleDOI
27 Dec 2019
TL;DR: In this paper, the authors focused on the assumptions of the human capital and its preparedness for Industry 4.0 in the Czech Republic based on EuroOSTAT, MEYS, OECD, ISCED, CZSO, and WEF.
Abstract: Industry 4.0 is related to major changes, particularly in production. As such changes might have major implications for the labour market; the paper focuses on the assumptions of the human capital and its preparedness for Industry 4.0 in the Czech Republic. The findings are based on EUROSTAT, MEYS, OECD, ISCED, CZSO, and WEF. Based on such data, twelve indicators were selected and described in the results. Subsequently, the correlation analysis was carried out, using the data of the Czech Republic in order to estimate which indicators are related and thus to obtain a more detailed view of areas that need to be improved. The level of computer skills in the Czech Republic are increasing. Internet connection is around 80%. The share of technical workers in the Czech Republic is in the range of 30–40%. In terms of expenditure on education, the Czech Republic belongs to the countries of the eastern region. The number of graduates of technical professions managed to catch up with the development of the European Union (EU). In terms of employment in High-tech and Medium-high-tech areas, the Czech Republic is one of the leaders in the EU. Czech students have great potential in basic computer skills.

42 citations

Journal ArticleDOI
TL;DR: The role of human resource professionals in navigating industry 4.0 is explored in this article, where a qualitative research approach is used within an interpretivist research paradigm, and a purposive sample of 12 HR professionals is interviewed to capture perceptions of HR professionals.
Abstract: Orientation: Organisations are at the forefront of industry 4.0 and employees are witnessing the changes it brings. Research purpose: The objective of this study was to explore the role of human resource (HR) professionals in navigating industry 4.0. Motivation for the study: There is scant scientific research on the role of HR professionals in industry 4.0 within the South African context, although there are workshops and seminars in the field. Research approach/design and method: A qualitative research approach is used within an interpretivist research paradigm. We interviewed a purposive sample of 12 HR professionals. Semi-structured interviews were conducted to capture perceptions of HR professionals, and a thematic analysis was used to extract themes. Main findings: Seven prominent themes emerged revealing that HR professionals need to assume roles as strategic business partners and talent managers, necessitating HR competencies such as creative innovator, change agent, strategic partner and people enablement to take advantage of the opportunities of industry 4.0 and mitigate the associated challenges. Practical/managerial implications: HR professionals can use the findings as a basis for considering their role in industry 4.0. We propose a preliminary holistic model for navigating industry 4.0. Future researchers may use this study as a point of departure within the South African context. Contribution/value-add: There is limited research on this topic matter and is a response to this. The study makes an important practical and scientific contribution to understanding the role of HR professionals as it affirms their function has become an essential part of industry 4.0.

34 citations

Journal ArticleDOI
TL;DR: In this article, the authors identify and analyse workforce development challenges in the digital age by first, presenting these challenges and relationship between them, and then proposing a structural model that categorizes these challenges, and proposes suggestions for managers to improve human resources practices and firm performance.
Abstract: The aim of this paper is to identify and analyse workforce development challenges in the digital age by first, presenting these challenges and relationship between them, and then proposing a structural model that categorizes these challenges and proposes suggestions for managers to improve human resources practices and firm performance.,Fuzzy total interpretive structural modelling (TISM) is used as the methodology, which gives an interpretive structural model by presenting direct and transitive relationship between workforce development challenges and categorizes them under autonomous, dependent, independent and linkage groups.,In total, 13 different workforce development challenges are presented in this study. Results showed that lack of IT/digital skills has a critical role in workforce development in terms of affecting other challenges. Dependent group includes requirements for longer learning time and specialized training, lack of analytical thinking and dealing with complexity, and lack of interdisciplinary thinking and acting. On the other hand, lack of ability in decentralized decision-making and shortage of workforce with adequate skillset within the labour market have more macro-impacts on others. Most of the challenges located in the linkage group, which means that most of the challenges are interrelated with each other.,Originality of this paper is presenting a systematic structure for workforce development in Industry 4.0 that considers challenges systematically.

19 citations

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Does students learning competences for industry 4.0?

The paper discusses the implementation of a competency-based approach in training engineering students for Industry 4.0, highlighting the importance of developing professional competences for future engineers.