Human resource development 4.0 (HRD 4.0) in the apparel industry of Bangladesh: a theoretical framework and future research directions

PurposeThe transition from Industry 3.0 to the fourth industrial revolution was a big jump that created a vacuum in many developing countries. Drawing upon institutional theory and resource-based view theory, the current study proposes a theoretical model linking the institutional pressures and resources (workforce skills) in context to the apparel industry of Bangladesh.Design/methodology/approachThis study adopts a qualitative approach involving 20 semi-structured interviews, followed by thematic analysis using NVivo 12 software. The researchers impose both deductive and inductive thematic analysis to generate themes. The data analysis involves various stages applying the phenomenological approaches.FindingsInstitutional pressures (coercive) positively influences the workforce skills (technical and managerial) in the fourth industrial revolution in Bangladesh apparel manufacturing industry; institutional pressures (normative) is positively related to the workforce skills (technical and managerial) in 4IR in Bangladesh apparel manufacturing industry; institutional pressures (mimetic) has shown a positive association with the workforce skills (technical and managerial) in 4IR in Bangladesh apparel manufacturing industry; workforce skills (technical and managerial) are positively influencing the development of human resource capabilities in fourth industrial revolution in Bangladesh apparel manufacturing industry.Originality/valueThis paper is the first of its kind to offer a thematic analysis on human resource development 4.0 in the apparel industry of Bangladesh. The study provides an understanding of the role of institutional pressure on workforce skill development and the adoption of 4IR technology.

Workforce Skills Curriculum Development in Context: Case Studies in Rwanda, Algeria, and the Philippines

Life skills programming in the field of international workforce development operates within a professional community of practice that is shaped by dynamics of power, influence, and resources, as well as by specific local contexts and actors. This chapter gives detailed insight into three case studies of youth workforce life skills programming developed by the organizations World Learning, Education Development Center, and 10ThousandWindows in different national settings and with distinct youth populations, highlighting how these organizations have interacted with the larger field and learned from one another to address issues of contextualization, pedagogy, sustainability, and scale. Through descriptions of programming in Rwanda, Algeria, and the Philippines, the chapter offers insight into the complexities of life skills curriculum development and contextualization processes and highlights issues that remain difficult to resolve, as well as new frontiers for programming in rapidly changing economies.

Recruitment Analysis Of The Cooperative Labor Force In Improving Human Resources

Employment recruits of an organization have not improved the standards of selection so that the resulting workforce does not meet the qualifications for the jobs offered. This phenomenon also applies to cooperatives as business organizations. Co-operatives are one of the forums that are quite developed in increasing their business. Currently, the existing human resources are managed simply, the function of personnel management is charged as Manager as the manager of the cooperative. The recruitment process is the earliest stage in personnel management, so if it is ignored it can disrupt the company's performance.The purposes of this study are 1) To find out the labor recruitment process that has been implemented so far. 2) To find out the existing workforce recruitment process. The method used in this research is descriptive qualitative, namely as a research process that produces qualitative data in the form of written or spoken words from the observed person or actor.The results showed that the recruitment process in cooperatives was carried out in a simple but complete and selective manner. The process includes forecasting work needs, selection, an orientation that is still simple but complete enough and based on criteria, standards, or specifications for the real needs of the existing job or position. Recruitment sources are utilized optimally so that professionalism is established. The cooperative uses criteria in the Indonesian economy, namely in the form of workforce skills which include moral and physical health, reason (good knowledge), education and training, work perfection.

Automation in Colombia: assessing skills needed for the future of work

PurposeThe purpose of this paper is to identify workforce skills that protect an occupation from elimination due to automation technology.Design/methodology/approachThe authors apply a Gaussian process (GP) classifier, based on the level of non-automatable work activities in an occupation, to USA and Colombian occupational datasets.FindingsThe authors find that communication, interpersonal relationship management and decision-making skills are most important in occupations that are resistant to automation.Research limitations/implicationsThe results are based on work activities data from the Occupational Information Network (O*NET) database developed for the USA labor market. This dataset does not capture significant differences in work activities, where they exist, for the same occupation between the two countries. The findings are also limited to Colombia. Readers should be careful to extrapolate the findings outside of this geography.Originality/valueThe authors discover that automation is likely to be a global phenomenon that can only be slightly mitigated by cultural and political factors.

Global manufacturing growth will slow into 2022

Significance Production increased at near-record rates in the West. Growth was also strong in East Asia, based on export demand, but weaker in key emerging markets in South Asia, South-east Asia and Latin America that continue to suffer from pandemic-related disruption. Impacts Production backlogs and inventories will continue to pile up, putting further pressure on both input and output prices. Smaller suppliers with limited pricing leverage will bear the brunt of escalating costs. Cash-flow pressures will compound market uncertainties and heightened supply chain risks in slowing rates of investment in new capacity. Opportunities will emerge from the supply-side disruptions and firms will consider longer-term changes to their supply chains. Firms able to leverage their workforce skills, processes and technologies to speed up product innovation are best positioned for success.

Developing China’s workforce skill taxonomy reveals extent of labor market polarization

China, the world’s second largest economy, is transitioning into an advanced, knowledge-based economy after four decades of rapid economic development. However, China still lacks a detailed understanding of the skills that underly the Chinese labor force, and the development and spatial distribution of these skills. Similar data has proven essential in other contexts; for example, the US standardized skill taxonomy, Occupational Information Network (O*NET), played an important role in understanding the dynamics of manufacturing and knowledge-based work, and the potential risks from automation and outsourcing. Here, we use Machine Learning techniques to bridge this gap, creating China’s first workforce skill taxonomy, and map it to O*NET. This enables us to reveal workforce skill polarization into social-cognitive skills and sensory-physical skills, and to explore China’s regional inequality in light of workforce skills, and compare it to traditional metrics such as education. We build an online tool for the public and policy makers to explore the skill taxonomy: skills.sysu.edu.cn. We also make the taxonomy dataset publicly available for other researchers.

Supervising and Empowering Generation Y and Z Cybersecurity Employees Through an Actionable Framework for Worker Engagement

A leading consulting and cybersecurity research firm, Consulting Ventures, predicted that cybercrime will cost $6 trilling annually by 2021. That amount is a significant increase from the $3 trillion in 2015. According to growing estimates, there could be as many as 3.5 million unfilled cybersecurity jobs by 2021. This has created a need for new expertise and workers in cybersecurity and information security from Generation Y and Generation Z. These professionals have different career interests from previous generations in terms of work environments and cultures. These younger professionals are a product of new degree programs that have been newly developed in the last 10 years. But in order to attract, recruit, and retain this younger generation of professionals with these critically needed workforce skills, managers must consider alternative management approaches that look to empower, energize, and engage this new and different generation of employees instead of the use of micromanaging and controlling antiqued performance management approaches.

Pharmacogenomics education, research and clinical implementation in the state of Minnesota

Several healthcare organizations across Minnesota have developed formal pharmacogenomic (PGx) clinical programs to increase drug safety and effectiveness. Healthcare professional and student education is strong and there are multiple opportunities in the state for learners to gain workforce skills and develop advanced competency in PGx. Implementation planning is occurring at several organizations and others have incorporated structured utilization of PGx into routine workflows. Laboratory-based and translational PGx research in Minnesota has driven important discoveries in several therapeutic areas. This article reviews the state of PGx activities in Minnesota including educational programs, research, national consortia involvement, technology, clinical implementation and utilization and reimbursement, and outlines the challenges and opportunities in equitable implementation of these advances.