With the advent of Industry 4.0, the role of a “typical” worker will change drastically. The new roles will require greater cognitive, problem-solving, and collaboration skills, to name a few. This shift requires that the current human resource management (HRM) practices change in accordance with the future role of the worker. To date, HRM has been focused on identifying workers who are well suited for performing tasks that improve efficiencies of the firm. Instead, new HRM practices need to focus on acquiring and managing the workforce that leverages Industry 4.0 technologies. This chapter identifies the changing landscape of work with respect to supply chain management. Specifically, it identifies the changes that will be ushered in for operations, procurement, logistics, and customer management as a result of Industry 4.0 technologies. Next, the chapter identifies the skills gap, reorganization of work, and changing role of blue- and white-collar workers involved in Industry 4.0 technology usage in daily work. Finally, it provides a framework that can be used by HRM professionals to acquire and reskill their workforce using the ability–motivation–opportunity framework.
SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation
