Are your @ HR 4G ?
Industry 4.0 is a name for the current trend of automation and data exchange in manufacturing technologies. It includes cyber-physical systems, the Internet of things, cloud computing and cognitive computing. Industry 4.0 creates what has been called a "smart factory".
At its heart, Industry 4.0 is digital transformation applied to manufacturing – bringing with it all the change, opportunities and challenges that represents.
Industry 4.0 connects the supply chain and the ERP system directly to the production line to form an integrated, automated and, potentially, autonomous manufacturing processes that make better use of capital, raw materials, and human resources.
Industry 4.0 will empower manufacturers to redesign their operations and processes so they can be reconfigured as needed to produce multiple variants of a product like the sole of a running shoe or a cup of yogurt, or to produce one-off bespoke products without the need for manual intervention
In the above context, what is HR 4 G ?
HR 4 G is the the paradigm shift ,in which we see Human Resources Management in the changing Industry context.
This is meant for us to quickly align and reorient our HR systems and processes in line with Industry 4.0
The image below is an attempt to visually capture the paradigm shift in Human resources management , compared with Industry trend.
Are your interested to know as to What significant changes Industry 4.0 will cascade on our HR systems and processes ??
Industry 1.0 - Humans as 'Factor of Production" . The most popular approach had propagated effective deployment and allocation of tasks as set out by FW.Taylor in his article on Scientific Management
Industry 2.0 - When Humans were deployed as Groups in Assembly lines in Engineering Industries the most popular studies and theories of that time came out with Group Incentive plans (scanlon) to motivate them and experiments like Hawthrone studies by Prof.Elton Mayo
Industry 3.0 - The advent of Automobile Industries needed highly skilled people and Individual motivation levels of people were critical and the most popular people management theories were relating to Motivation
Industry 4.0 - When manufacturing is moving to IoT ( Internet of Things), with knowledge workforce , how do we create a Ecosystem in our Organisation with more -Autonomy - Relatedness and Competence for Individuals - Without the direct Influence and Interference of HR and Leaders ??
Self-determination theory (SDT) is a macro theory of human motivation and personality that concerns people's inherent growth tendencies and innate psychological needs.
It is concerned with the motivation behind choices people make without external influence and interference.
If you want to know more on this , please write to me...
IIMA, ISABS, NHRDN, AHRD, CHRD, NIHAE. Believes talent is unlimited and everyone is born with talent.
6 年Good one. I think it is high time all industries irrespective of the stage they belong lift themselves up to 4.0 level or even more. It is people who create technology and everything we see underdevelopment. They need to be respected and it starts with self development.
Head - Strategic Sourcing
7 年Superb
HR Professional | MDI Gurgaon
7 年Today Organisations face “Digital Darwinism”, where technology is moving faster than the ability to learn and adapt. I would say that digital disruptions have made the ecosystem more PEOPLE centric, where HR should play a key enabler role to transform People Management practices followed thus far. Adapting to a culture of innovation is no longer a want, but a necessity. And this applies to HR practices as well. By saying so, I strongly believe that Digital Era has made HR more powerful. By being agile and embracing the technological innovations, HR can bring in lot of efficiency in people management practices, which is the need of the hour.