Analysis of human resource management challenges in implementation of industry 4.0 in Indian automobile industry

As of late, there has been an expanding mindfulness inside business networks on the essentialness of making strides toward environmental friendliness and receiving different condition management methods. As the corporate world is going worldwide, the business is encountering a move from a regular money related structure to a cutting edge limit based economy which is prepared to investigate green financial aspects of business. Today, Green Human Resource Management (GHRM) has turned into a key business methodology for the noteworthy associations where Human Resource Departments have a functioning influence in making strides toward environmental friendliness at the workplace. The main objective of this study is to review Green Human Resource Management and its effect on Employees Health in Automobile Industry. This study focuses on how and why Green Human Resource Management practices are implemented by different organizations. This study also reviews the negative and positive impacts of green-HRM practices on employee health and the employee commitment levels in organizations.

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Human resource management in Industry 4.0

Industry 4.0 ◽

10.1201/9781351132992-8 ◽

2020 ◽

pp. 241-272

Author(s):

Rui Pedro Freitas ◽

Carolina Feliciana Machado

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Industry 4.0

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Emerging human resource management practices in Industry 4.0

Strategic HR Review ◽

10.1108/shr-01-2019-0003 ◽

2019 ◽

Vol 18 (4) ◽

pp. 176-181 ◽

Cited By ~ 3

Author(s):

Geeta Rana ◽

Ravindra Sharma

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Best Management Practices ◽

Industry 4.0 ◽

Management Practices ◽

Industrial Relations ◽

Content Type ◽

Human Resource Management Practices

Purpose The study aims to offer a fresh perspective on best management practices to encourage innovation and learning in the firm to keep abreast with 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 management practices in industry 4.0. Design/methodology/approach The paper discusses the transforming role of HR 4.0 in a disrupting economy with the help of the conceptual framework. This paper illustrates how the new role of HR boosts engagement by designing the best personalized benefits, trusting teams, collaborating and providing personal development, which make a great case for a successful retention strategy. Findings This paper reveals how organizations can ensure their success and survival in this age of technological disruptions through their people. Top management must be ready for a new transformed role of the HR through innovative HR practices. Originality/value This paper provides plenty of information to interest practicing managers, researchers and students in HR management, organizational behavior and industrial relations.

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External Partnerships in Employee Education and Development as the Key to Facing Industry 4.0 Challenges

Sustainability ◽

10.3390/su11020345 ◽

2019 ◽

Vol 11 (2) ◽

pp. 345 ◽

Cited By ~ 27

Author(s):

Katarína Stachová ◽

Ján Papula ◽

Zdenko Stacho ◽

Lucia Kohnová

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Personal Development ◽

Industry 4.0 ◽

Industrial Revolution ◽

Management Approach ◽

Employee Education ◽

Significant Difference ◽

Education And Development

The new challenges that will currently affect the existence and sustainability of businesses stem from the dramatic changes that come from the fourth industrial revolution. Based on the concept of intellectual capital management as a resource-based strategic management approach, which leads to the management of structural, human, and relational capital, sustainable human resource management underlines the involvement of partnerships and external relations in learning and personal development processes. Industry 4.0 expects major changes in human resource management and processes such as education. Organizations will benefit from the new knowledge in the near future that will need to be brought into the internal environment of the organization constantly. However, this will require cooperation with the external environment, and the resulting new education opportunities built on cooperation with external partners, organizations, and educational institutions. Innovations as essential factors in adapting to major changes in the environment will be key in all organizational processes, including educational. This paper focuses on comparing highly innovative countries and less innovative countries in Central Europe, analyzing 1482 businesses by looking at differences in attitude towards employee education and individual forms of employee education. The main statistically significant difference is in the strategic approach to employee education and development and the set-up between innovative countries and moderate innovators.

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Holistic Approach for Human Resource Management in Industry 4.0

Procedia CIRP ◽

10.1016/j.procir.2016.05.102 ◽

2016 ◽

Vol 54 ◽

pp. 1-6 ◽

Cited By ~ 171

Author(s):

Fabian Hecklau ◽

Mila Galeitzke ◽

Sebastian Flachs ◽

Holger Kohl

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Industry 4.0 ◽

Holistic Approach

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An Industry 4.0: Strategy Direction Of An Airline Operations Performance

Jurnal Manajemen Indonesia ◽

10.25124/jmi.v21i3.2820 ◽

2021 ◽

Vol 21 (3) ◽

pp. 278

Author(s):

Dewi Nusraningrum ◽

Tri Mayang Mekar ◽

Jajang Gunawijaya

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Industry 4.0 ◽

Process Management ◽

Operating Performance ◽

Operation Performance ◽

The World ◽

Aviation Operations ◽

The Relationship

Air transport is an industry 4.0 sector of priority that continues to evolve as the era becomes the backbone of a country's economy. The opening of the economic market in all regions of the world has increased the complexity of air transportation, including in Indonesia. In this decade as the development of technology and the 4.0 industry, the air plane remains the choice of people to explore the world and also the movement of people from one place to another is rapidly secured funds. The strategy to compete with the airline is to improve flight image in Indonesia by improving the performance of aviation operations. This research aims to analyse and evaluate the performance of aviation operations in Indonesia from the company's perspective. The survey method was conducted through the dissemination of questionnaires to respondents with purposive sampling techniques netted 200 aviation employees in Indonesia. The data collected is processed using the Structural Equation Model - Partial Least Square. The results showed; Strategy direction proved to affect process management, process management proved no effect on operation performance, strategy direction has no effect on Operation performance, strategy direction proved to affect human resources management, human resource management proved to be no impact on Operation performance, Process management proved unable to fully mediation the relationship between strategy direction with operating performance, HR management proved not to fully mediation the relationship between strategy direction to operating performance. So it can be said the strategy direction of the company directly affects the flight operation performance. Keywords— Strategy direction; process management; human resource management; operation performance

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Artificial Intelligence Based Strategic Human Resource Management (AISHRM) For Industry 4.0

Global Journal of Management and Business Research ◽

10.34257/gjmbrgvol20is2pg7 ◽

2020 ◽

pp. 7-13 ◽

Cited By ~ 1

Author(s):

K R Samarasinghe ◽

Dr. Ajith Medis

Keyword(s):

Artificial Intelligence ◽

Human Capital ◽

Resource Management ◽

Human Resource Management ◽

Conceptual Model ◽

Human Resource ◽

Industry 4.0 ◽

Business Environment ◽

Strategic Human Resource Management ◽

Sustainable Competitive Advantage

Industry 4.0, known as industry revolution 4.0, is going to be a business environment in which the labor market will get replaced by machines that can think like humans. Value chains of companies will get interconnected with data. Robots with artificial intelligence will be performing operations that were previously done by humans. Further, those will achieve more accuracy and efficiency in such activities. With this revolution, companies require to focus more on strategic human resource management, as human capital is going to be a much more valuable asset in industry 4.0 where organizations will be able to create sustainable competitive advantage through human capital. Artificial intelligence (AI) is going to be the fuel in industry 4.0. AI based machines will represent the majority of the labor force. This paper is to introduce AISHRM conceptual model which stands for the use of “Artificial Intelligence based Strategic Human Resource Management for industry 4.0”. This conceptual model developed based on the strategic human resource management theory of “resource-based view of a firm” or “resource advantage theory”.

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