The New Challenges of Evidence Law in the Fourth Industrial Revolution

2021 ◽  
pp. 477-518
Author(s):  
Joan Picó
2020 ◽  
Vol 8 (5) ◽  
pp. 42-48
Author(s):  
Yulia Matyuk

The article analyzes the risks and new opportunities that arise before man and modern society in the light of the development of artificial intelligence and robotics in the conditions of the fourth industrial revolution. The rapid development of AI indicates the absence of uniform approaches to assessing the risks and prospects associated with the use of AI. Using PESTEL analysis, the article examines the key areas of interaction between AI and humans, new challenges and prospects that open to humanity in the era of new technologies.


Most experts consider that society has entered in a Fourth Industrial Revolution that implies ubiquitous changes characterized by a fusion of technologies that is blurring the lines that differentiate physical, digital, and biological spheres. This implies to open a door to important changes in the teaching and learning of the social sciences, geography, and history. Regarding this, it is necessary that both citizens and organizations develop new skills. Artificial intelligence as education technology is possible due to digital and online tools. Adaptive learning, meanwhile, is related to artificial intelligence, personalizing the learning and offering contents adapted to students. New challenges in the teaching of social sciences extends beyond the learning of facts and events. As a result of changes in society of Fourth Industrial Revolution, thinking-based learning (TBL) with the support of learning and knowledge technologies (LKT), creativity, critical thinking, and cooperation are some of the essential learning goals to participate in society.


2021 ◽  
Vol 141 (4) ◽  
pp. 87-101
Author(s):  
Renata Tomaszewska ◽  
Aleksandra Pawlicka

The aim of the article is to identify challenges facing the humanization of work that result from current conditions, which in turn are a consequence of the fourth industrial revolution. As potential dehumanization factors, they should be included in the personnel policy of the organization. From the organizational perspective—i.e. from the employers’ point of view—the indicated megatrends, threats, and human–centered principles may prove to be useful in practice. The reflections as presented fall within the category of modern work humanization and human resource management.


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