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The Internet Of Things, Industry 4.0 and Human Resources

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The Internet Of Things, Industry 4.0 and Human Resources

 

Imagine a future in which any object you could think of would be connected to the Internet, exchanging information with other devices to make your life more comfortable. Stop imagining because that already exists and is called the Internet of Things.

The Internet of things (IoT) is a technological trend that will revolutionize the business processes of companies and society in general and the labor market and the search and selection of the talent.

Refrigerators that detect their content and are in charge of making the purchase alone, mirrors that tell if a person has any symptoms of illness when looking at them or automatic translators that will allow users to understand each other in any language instantly are just some of the possibilities that the Internet of Things (IoT) will offer. The objective of this new technological trend is to interconnect everyday objects to the network digitally.

And although at the moment it is in a developing phase, its future is promising. A recent report from the International Telecommunication Union (ITU) and the manufacturer Cisco points out that the Internet of Things (IoT) represents a significant development opportunity on a global scale that could improve the lives of millions of people and dramatically accelerate progress towards achieving the United Nations sustainable development goals.

IoT Technological Evolution

All this will be possible precisely now because a series of technological conditioning factors that converge in this trend have been intertwined. First, lower hardware costs and the ubiquity of mobile access are facilitating higher device intelligence and seamless connectivity. Therefore, adding a few sensor chips or a wireless connectivity module to a new product is no longer a considerable price increase.

The market for person-to-person communication devices and services in developed markets is beginning to saturate. This saturation makes making machine-to-machine communications the ideal basis to market new devices and provides innovative services to businesses already the citizens.

Immediate Business Repercussions

This technological revolution is going to have consequences in the business world. The Internet of Things opens up enormous opportunities in many economic sectors such as healthcare, the pharmaceutical industry, energy, security, telecommunications, finance, or insurance.

However, the two areas in which the consequences of its application are beginning to be seen more clearly are industrial and transport. According to IDC, both currently hold the highest volume of investment in IoT in 2019, respectively. It is about 151,000 and 71,800 million euros.

Specifically, analysts say that the industrial market will experience the most significant growth in spending in this area. Industry 4.0 has already talked about the proliferation in factories of a good number of devices that optimize the load capacities of production systems based on the price of energy, the adaptation of their production lines, or sensors of consumption.

The opportunities are enormous, and companies must take advantage of this trend to change how they relate to their customers and thus improve the products and services they offer. This will also involve modifying the operation and processes of specific areas such as marketing, activities, or logistics. All this based on a new approach to organizing people that reformulate the concept of value and talent management.

The Labor Market, IOT And Headhunters

This new panorama, therefore, brings with it a direct consequence for the labor market. Thanks to the Internet of Things, the system vital to automate a large number of processes that, until today, were manual will be created.

Now, it is convenient not to see this as a threat, but rather as a transformation of the workforce, where little by little new positions will appear with a greater focus on the analysis and exploitation of information. Thus, skills such as data analysis, decision-making, problem-solving, creative thinking, and effective communication will be commonplace on the candidates’ CVs.

All these presents, from the point of view of recruitment and selection, a real challenge for companies. However, most companies are going for Headhunters to help recruit top talents and executives for these positions created by IoT.

There is already an increase in the demand for talent related to the areas of Big Data, Business Intelligence, data analysis, and innovation and development related to the IoT, to which we must add other technological profiles, which are also booming as programmers. .Net and Java, CRM consultants, and developers of mobile applications and e-commerce.

The next big challenge, of course, is for universities to be able to train professionals according to the profiles that the market needs. For this, related subjects should be taught, and students should be encouraged to design and develop projects in this regard.

Final Words

Internet of Things has other consequences that may directly affect the operation of the Human Resources departments. It is that including its management in the organization’s critical strategic activities requires having tools that allow measuring, monitoring, and evaluating the performance of employees, teams, and positions of responsibility about the established objectives.

Having a technology like Internet of Things, that is capable of providing objective and detailed data on processes, tasks, and operations in real-time and at any time and place, will represent an enormous competitive advantage. Of course, enjoying all of this will only be possible by implementing the latest generation analytical tools that, in addition to monitoring and evaluating current and past performance, allow anticipating possible future scenarios.

The Internet of Things is here to stay, and it is worth preparing for all the new features it will bring in the field of work and human resources.

Logistics Headhunter: Is It Important?

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Logistics Headhunter: Is It Important?

 

In the logistics business sector, it is not uncommon to detect symptoms of mismanagement and integration of supply chains, such as increased inventories, bottlenecks, losses, returns, losses, waste of time, among others. That usually reflects bad practices and a lack of technical knowledge or management skills among those who manage these chains.

To improve the performance of supply chains, various initiatives must be implemented, such as reengineering of processes, implementation of technological systems, design of integration strategies, among others.

However, all the previous measures require having professionals and technicians who have the knowledge and skills necessary to operate them successfully. Otherwise, the investment of time and money will yield little or no results.

Key HR Challenges In The Logistic Sector Of Every Company

The challenge is that the current supply of personnel with adequate supply chain training is minimal and usually with high turnover. The vast majority of educational institutions have limited themselves to offering supply chain programs only as a diploma and master’s option, omitting the structuring of the university and technical training programs at the bachelor level aimed at the management and operation of logistics.

Additionally, many of the university plans are misaligned to the current needs of companies and are based on outdated bibliographies, in addition to being primarily theoretical and not involving new technologies.

Therefore, the low generation of professionals and logistics technicians with adequate knowledge is a complex problem that, to solve it, requires joint actions by both the government and educational institutions and by private initiative through their areas, from Human Resources.

Expected Qualities of a Logistics Professional

Being a logistics professional requires a series of multidisciplinary knowledge in technical, economic, customs, technological, and interpersonal skills, which requires a good education and training program.

Operating a logistics network that today is strongly linked to suppliers and customers from other countries, and whose infrastructure uses technology (equipment, hardware, and software) also from other nations, undoubtedly requires command of English.

Role Of The Human Resources Area In The Development Of Human Capital

KPMG carried out the Rethinking Human Resources in a Changing World study, which gathered the opinion of 412 executives from organizations belonging to various industrial sectors, of which 37% are at the managerial level. Among the results, it is highlighted that 81% of the survey participants think that the management of human capital is a critical factor for the success of a company. However, only 17% believe that its human resources (HR) area has Sufficient effectiveness to attract and retain it.

In this sense, one of the challenges that organizations face is how to find talent when, in principle, it is scarce. Sometimes the problem starts when the profile of the supply chain executive being sought is not clear, which causes HR to obtain incorrect candidates.

It is necessary that the HR area, together with the areas involved, define, document, and understand the profiles of the positions associated with the supply chain, indicating the requirements in educational training, technical knowledge, skills, experience, salary, etc.

Will a Headhunter Help?

Once the companies are clear about the profile to look for, the next step is to locate and attract it. In this sense, organizations can no longer wait for the potential candidate to look for them. Now, they must also have a more proactive role in their monitoring, not only through traditional channels such as job offers pages, but also through networks like headhunters to conduct the recruitment activity.

What Challenge Comes Next?

Even if headhunters help to recruit top talent, another challenge for organizations is to retain it. According to a KPMG study conducted in 2012, the retention of skills and experience within the business will be the main activity to which the HR areas will focus on the following three years.

According to the study, 90% of the interviewees agree that loyalty represents up to two-thirds of the equation of the success of a company. So, it is worth noting that a committed employee can be between 27% and 37% more productive on an individual basis than one who is not.

To promote talent retention, it is vital to have an entire structure that supports employee development and stability. Within this structure several items are included, some are:

Excellent Work Environment (Without Discrimination, Harassment, Bullying, Among Others): The leading companies in talent retention have reporting lines, as well as 360 ° and organizational climate evaluations (evaluation of the boss, colleague, and subordinate on the evaluated) that allow them to monitor areas of opportunity in this regard periodically.

Balanced Workloads: Leading organizations, sometimes supported by specialists, perform resource utilization analyzes to identify areas of under or over utilization.

Career And Training Plans: It is considered as good practice that the employee has clear visibility on the future professional options and the company providing the employee with the means to develop the skills and acquire the knowledge required by the position to which they aspire to be promoted. The above through internal or external courses (continuing education and/or postgraduate).

Fair Compensation Schemes: People must be rewarded for their skills and results. An estimated seven in 10 employees value cash income but appreciate the recognition of their work, training, stability, and the future.

Innovation With Remote Work Schemes: 50% of companies have adopted a virtual or out-of-office work model.

Companies not only have to encourage the incorporation of students to carry out professional internships, social service, or as interns but also to change the focus of the use of human capital in these initiatives.

It is not uncommon to find fellows or interns in companies doing activities that do not add value or are not related to their area of ​​study. Sometimes, companies and the students themselves see in these activities, rather than a degree requirement, an opportunity for learning and training that benefits both the student and private initiative.

Final Words

The recruiting of talented human capital is, without a doubt, one of the critical elements to carry out the logistics transformation that most companies require to compete internationally. These talent hunt can be carried out by headhunters who find specific top individuals that are the best fit for your company.

How An Executive Search Headhunter Can Help Your Business

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How An Executive Search Headhunter Can Help Your Business

Executive search hunters offer massive help to the hiring process in the business sector. When a company loses an employee, it will search for applicants to fill in the vacant position. Seemingly, the traditional method takes a lot of time and cost. Through an executive search hunter, the process becomes cost and time-efficient. Also, it reduces the rate of turn-over. Most importantly, it prevents the company from hiring incompetent and less motivated employees (bad hires).

With the help of the executive search hunters, companies will a better experience of the hiring process. Here are some of the reasons why hiring a headhunter can help your business.

It prevents companies from employing bad hires

Bad hires refer to incompetent employees who don’t produce the right quality of work, don’t go along well with co-employees, and have bad attendance at work. Hiring the wrong employees through the traditional process is not cost-efficient. Because of bad hires, companies need to spend £50,000 (at least for a senior level). It is the total cost spent on training, decreased productivity, advertising for a new position, hours spent screening and interviewing new candidates, short-listing and many more.

With the executive search headhunter at work, top qualified employees are hired. A shortlist of qualified and competent employees is generated, and a thorough profiling and background check are done. As such, this reduces the chance that companies will spend much on ineffective hires.

It prevents damage to the corporate brand image

When companies appear more often in the search engine searching for prospective employees for a new position, this creates a negative notion. In the same way, a lengthy hiring process creates a negative impression on the company. Often, applicants will think that the company is not an attractive place to work.

With the help of an executive search headhunter, the hiring process becomes quicker. Also, since the headhunter provides companies with top-performing and qualified employees, there will be a lesser rate of turn-over. Hence, this builds a good image of the company.

It effectively hires experienced and skilled employees

Companies can’t afford to hire inexperienced workers. Corporate and skills training is only an additional cost which the employer has to shoulder upon hiring an unskilled worker. With the help of an executive headhunter, companies will be able to hire experienced and skilled workers to fill the vacant positions. Search firms will automatically generate the shortlist of needed skilled, experienced and qualified workers, which is time-efficient for hiring companies.

It provides companies correct and certified information of employees.

According to a 2017 employment screening benchmark, 85% of employees lie in their resumes. With executive headhunters, companies will be able to have verified information on their prospective employees. It is through comprehensive profiling and background check done by the headhunters. It prevents them from hiring the wrong applicants.

Conclusion

Hiring is a tedious process. It takes time and money to hire the best employees. Executive search headhunters will provide you with the best employees of your choice.

 

How An Executive Search Headhunter Can Help Your Business

 

HR Consulting in Industry 4.0

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HR Consulting in Industry 4.0

 

 INTRODUCTION

 

The industry is an integral part of any economy.  The mechanization of industry started with the First Industrial Revolution. The Second and the Third Industrial Revolution actually introduced the use of electrical energy, along with electronics and automation. However, driven by social, economic, political and technological changes, today’s economy is said to be facing the Fourth Industrial Revolution. This type of industrial revolution is known as Industry 4.0, which is credited to have brought a wide range of digital transformations in every existing industry or business. This has also brought important changes in the current processes replacing the manual business operations by digital computer structures.

The concept of Industry 4.0 was first introduced in 2011 at the Hannover Fair. Originally, it was a proposal for the growth of a new idea of German economic policy based on high-tech manufacturing plans. Many industries have since embraced the concepts Industry 4.0 and have extended these smart changes into diverse areas such as logistics, smart buildings, oil and gas, smart healthcare and even to smart cities.

The main concept of Industry 4.0 is that the industrial business will be built by global networks in the future which will connect their machinery, manufactures and warehousing facilities as cyber-physical systems and will also control each other intelligently by giving out information and data processing that will head suitable actions. These cyber-physical systems will take the shape of four smart changes which is smart factories, smart machines, smart storage facilities and smart supply chains.

 

 

  1. Significance of Industry 4.0

 

The major significance of Industry 4.0 lies in the creation of a communication pipeline for the constant and real time informational exchange with retailers, manufacturers, health care workers, co-workers, customers themselves etc. Its main mechanism is the dependence on machines that will stream data via wireless sensors and then sending these data to smart services or product providers and decentralized multiple small centers, where large amounts of data are analyzed. The benefit of such automation is the individual customer-oriented transformation of products and services that increases the value for both the concerned organizations and customers. With the use of electronics and information technologies in manufacturing and services, all processes have become fully atomized and digitalized during the Fourth Industrial Revolution. Small and medium industries have been significantly transformed by new age technologies such as 3D printing and new sales online services. But if we look through the customer point of view, the main benefit is personalized service or product in real time, which leads to satisfaction and loyalty benefit in case of provider companies. On the other hand, companies have to understand how associated consumer products and services can perform as a critical basement in their decision-making process.

There is a common misunderstanding that Industry 4.0 benefits only the manufacturing industries but it will also benefit the manufactures. Manufacturers are the prime focus of Industry 4.0’s but it will also influence its other contiguous areas. It not only has an impact on the local cyber-physical systems and local industrial processes but also on the entire value chain, including the producers and manufacturers, suppliers, and workers.

Two of the main tools that accompany the Industry 4.0 revolution are the smart factory and smart manufacturing, which is also known as intelligent factory or factory of the future. In this field, the manufacturers are well equipped with sensors, actors, and autonomous systems. The introduction of new technologies, machines and equipment will improve all the technological processes autonomously through self-decision making and optimization. This will result in self-organization of the manufacturing process which will change the logistics and production chains.

Another important idea of Industry 4.0 is the smart city concept. A smart city is also known as the city of the future which consists of six components such as the smart economy, smart living, smart people, smart governance, smart mobility and smart environment. It should be an outcome of seemingly faster development of the ‘next-Gen’ IT and traditional economy. It will be related to the effective assimilation of the Internet, broadcast network, telecommunication network, wireless broadband and other sensor networks with the Internet of Things (IoT) technology at the center.

In addition, Industry 4.0 involves the attainment process of materials and describes as to how a product moves through the production and delivery process to the customer. Deep analyses of the current execution of new technologies were made in the production sector to comprehend the evolution of the industrial workforce with that of Industry 4.0.  Nowadays the main focus of the future industry is on the interaction of its constituent elements in production and the final products are created with as much automation as possible, to go with the present technological progress. New technologies are an integral part of our daily life. It is also important for expanding more with further development of the Internet and technologies such as 3D printing, customized products, greater online sales services etc.

 

 

The added advantage will be seen more in the new products and new solutions in a foreseeable future. Each of the objects produced can be possibly connected and networked. As a result, different business will be designed that involves the use of the Internet and connectivity. Industry 4.0 manufactories will increase their productivity and competitiveness which in result will enlarge their industrial workforce. Many technological changes will occur which may include execution of Cyber-Physical Systems (CPS) for production, smart manufacturing, embedded actuators and sensors, augmented reality, networks of microcomputers, and linking the machines to the value chain and so on.

 

Once these changes are implemented into a business, manufacturers will be able to create new jobs with the adoption of Industry 4.0. Although the type of job and the required skills will vary depending on the manufacturing process and the use of new technologies, the demand for new skills (catalyzed by new technological changes) will help the emergence of new jobs. Apart from the manufacturing industry, Industry 4.0 has impacted the oil industries a big way of late.  Many giants in the energy sectors have also embraced the Industry 4.0 processes into their operations and they have found immediate results, particularly in the areas of energy storage and the deployment of renewable energy.

Thus, it is only sufficient to say that Industry 4.0 will definitely bring about significant transformations into the economic sector and also to the social and political landscape as a whole.

 

 

  1. Industry 4.0 and HR practices

 

Because of the benefits of globalization and increased collaboration between EU, US and Japan and other countries, the industries have changed a long way, with the global spread of Industry 4.0. The Fourth Industrial Revolution has been able to give a complex vision on future of the industry that includes the use of Big Data Analytics, interconnected machines, connected devices, cyber-physical systems, cloud computing, software and Industrial Internet of Things (IoT). The HR domain of organizations has not been resistant to this phenomenon either.  HR practices have also taken a leaf out of the global smart practices shown by Industry 4.0 and a new area called Smart HR 4.0 has got evolved. Smart HR 4.0 portrays a bright canvas for digital transformation in the HR functions of recruitment, learning and development, social sharing etc.

Smart Human Resources 4.0 is a new idea which is growing as a part of the overall 4th Industrial Revolution and is distinguished by the innovations in digital technologies such as Big Data Analytics, Artificial Intelligence and fast networks such as 4G and 5G. With significant changes due to come into effect in the future, HR 4.0 will have its own set of execution challenges and sets of benefits. These benefits will, of course, depend on how the concerned organization adopts it.

The benefits of Smart Human Resources adoption are:

  • To attract, develop and employ new age talent.
  • Systematic and faster HR operations.
  • Slender HR departments.

The HR department of any organization is responsible for handling all the related aspects of the employee life cycle, from recruitment to exit. HR plays a key role the in organizational growth. However, most of the departments in HR across different organizations today are seen to be playing only an operational role. This resulted in highly inefficient processes which are further worsened by inadequate technology infrastructure. On the other hand, technology is experiencing rapid changes. The new age technology such as the Internet of Things is enabling the digital world to be connected to physical things. This resulted in the generation of a huge amount of real-time organizational data which is guided by massively scalable storage capacities simultaneously using cloud technology.

Not only technological innovations, but the industry is also witnessing vast changes in employee generations joining the organizations.

Smart human resources 4.0 is powered by the new generation employees and new technologies. The employees have the potential to transform all the HR processes taking into account the aspects of talent onboarding, talent development and talent off boarding.

 

Just like any other concept, the incorporation of Smart HR 4.0 practices is not without its fair share of challenges. Smart Human Resources execution challenges can be explained as follows:

  • Firstly, in selecting the correct set of new technological tools.
  • Dealing with the present organizational culture.
  • Handling employees’ expectations.

 

Another important point to consider here is the changing nature of HR practices due to the influence of Industry 4.0 processes. If we take the example of the industrial production sector, we will observe that significant changes have taken place in the industrial production processes during phases of industrial revolutions. Firstly, we saw the advent of steam power generation; then came the use of electricity and now is the time for automatization. However, we need to keep in mind that the technological waves did not decrease the overall employment rate at all, in spite of the widespread preference for automatization. Instead, it has experienced a gradual growth during this time. Although there has been a dramatic reduction in the number of manufacturing jobs, new jobs came into existence to suit the new skills demanded by the new processes attached to the Industry 4.0 practices. It is expected that HR practices in the manufacturing and industrial production ( along with all supported business) will see major changes with the advent of upcoming digital disruption. The production business will become increasingly capital intensive and the labor cost advantages attached earlier to the traditional pockets of low-cost areas will be reduced significantly. This is going to impact the HR consulting in this industry a big way.

Industry 4.0 has been able to bring in important changes into the industries, more particularly into the way jobs are executed by the industrial workers. As a result, scopes of certain jobs have got completely changed, while some kinds of jobs have totally disappeared. Some companies have also developed plans to replace some of the human workers totally with robots to assist the workforce. There will be a significant decrease in the number of routine or physically demanding jobs as well.

While there will be an increase in jobs that require problem-solving, flexible responses and customization-investments and constant change are the main challenge faced by industry HR 4.0 as there is a need to build a complex value network that produces and distribute quality HR products.

 

 

  1. Conclusion

An organization, on the other hand, requires a successful Smart Human Resources 4.0 strategy so that it can cope up with the Industry 4.0 transformation challenges. Big Data and AI are such emerging technologies that will automate most of the HR processes in an efficient and leaner HR team. The next generation talent will be attracted towards the organization through smart mobile apps along with AR/VR. This will also facilitate smart remote interactions between teams. The changes in both the organizational structure and leadership style would be required for efficient Smart Human Resources 4.0 implementation. This will also allow the HR departments to play a more planned role in the growth of the organization.

 

 

 

HR Consulting in Industry 4.0