Ambidexterity as the Response of Smart Industry 4.0 – Towards Better HR Practices

Abstract

Due to the global labor market challenges, international companies react and adjust fast to these circumstances by implementing digital solutions into all business processes. Organizational ambidexterity is seen as the response of digital transformation and it can be divided into structural, contextual, and sequential dimensions. In this context, organizations representing the smart industry will need employees with specific competencies which let them meet technological challenges.This chapter aims to clarify the state of opinion on expectations towards, and preparedness for, the impact of Industry 4.0 on human resources management and the implementation of various types of ambidexterity in these companies. We have conducted interviews with key HR informants from manufacturing companies operating in Germany and Poland. We have found that Industry 4.0 has a significant impact on HR practices. In both international companies, various digital solutions in employee recruitment, development, and performance, have been implemented. There have also been mature examples in both companies of structural, contextual, and sequential ambidexterity.

Examining the Effectiveness of Virtual Training under the Kirkpatrick Model: A Post-COVID Study

“…According to Przytuła et al [37] , HR procedures are significantly impacted by Industry 4.0. Although HRMS has been linked to product innovation, more proof is required to assist process innovation [38] .…”