Measuring the contingency of organisational failure to upskill low-skilled jobs with training to preclude technological development job losses: A human resource development contemporary crisis (original) (raw)
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Lead City Journal of the Social Sciences (LCJSS), 2023
Human resources are essential to an organization's performance, competitiveness, and sustainability in any industrial revolution era. The Fourth Industrial Revolution (4IR) integrates advanced technologies and the convergence of physical, digital, and biological systems, offering HR professionals opportunities and threats. This study examines the implication of the Fourth Industrial Revolution (4IR) on upskilling, reskilling, and deskilling of Human resource management. The study adopted a systematic review of relevant literature on the various issues addressed in the research. The study critically analyzed 38 relevant research journals, articles, publications, opinions, and editorials on human resource management demand in the fourth industrial revolution era. The study revealed that 4IR technologies, such as AI and robotics, could accomplish jobs more effectively than humans, leading to deskilling. Adopting 4IR technologies will also require HR personnel to upskill in digital literacy, data analysis, programming, cyber-security, HR software analytics, emotional intelligence, and critical thinking. The study also revealed that HR personnel would need to reskill to acquire proficiency using 4IR technologies. The study concludes that adopting 4IR technologies will result in upskilling, reskilling, and deskilling of human resources. The study recommends that organizations invest in training and development programs to upskill and reskill HR personnel, regular skills assessments to identify obsolete skills, implementing training programs that meet the changing needs of the job, and developing a comprehensive workforce development strategy to consider alternative approaches to job design that prioritize the development of new skills and knowledge.
JOB MISMATCH: THE PHENOMENON OF OVERSKILLED EMPLOYEES AS A RESULT OF POOR MANAGERIAL COMPETENCES
Entrepreneurship and Sustainability Issues, 2020
Businesses in current era are challenged by many sustainability issues, where one extremely important is regarding labor market and HR transformation. In this article we have looked at the aspects of human capital which are necessary for long term sustainability, and that is the relation between the workplace design and the skills and abilities of the employees. The paper presents the views and opinions of various authors and the results of several research articles on skill and educational mismatch to highlight the importance of proper job design. The article also presents the results of own research of 200 Slovak companies focused on changes in HRM under the influence of ongoing changes. The main findings are the differences in skills and educational mismatch between countries, which have also been analyzed from the point of view of trust in management and quality of management as well as the involvement of line managers and HR departments in recruitment, selection and employee assessment processes. From the point of view of Slovak Republic, findings are presented which contradict the generally discussed topic of educational mismatch and point to the insufficient design of the workplaces and the related low utilization of the human capital potential in the country.
The aim of this paper is to build on the discourse of technological implications on the workforce in a post-information age. To explore the role of technology as a driver of economic inequality a literature review was conducted. It is found that throughout history, the advance of technology is correlated with social issues. However, as long as appropriate measures to adjust to technological changes are taken, unemployment will only remain as a temporary phase. The pursuit of life-long learning and adoption of strategic Human Resource Management is found to be an effective solution in bridging the gap and slowing down the rate of skills mismatch. Furthermore, talent brokers have a growing role as an intermediary to the supply and demand of skills.
The Changing Nature of Work, Jobs of the Future, and Strategic Human Resource Framework
There is universal concern by governmental administrations and private organizations about whether the rapid growth in the application of technology will displace people from the workplace in large numbers. The purpose this article is to identify and examine the current technological trends, the nature of future jobs, and the new skills or critical human skills required to meets the dictates of the transformed workplace. The approach adopted is futuristic and involves a clinical review of the latest thinking and research on the changing nature of work, and an assessment of the impacts on organizations and society of the changing workplace. The general conclusion is that, while all countries are not impacted equally because the spread of technology is not uniform, the viral nature of the new technology is rapidly spreading to even developing countries. In such a situation, the implementation of a strategic organizational policy approach is offered with suggestions for: a collaborative educational awareness; new learning programs; strategic policy actions; solving the talent-workforce imbalance.
Training and Career Development: A Remedy for High Attrition Rates in Organizations
ABSTRACT This paper has as its main aim the showcasing of training and career development as a remedy for high attrition rates in organizations. Beginning with an introduction that shed light on the nature of the discus, the author proceeded on an examination of the nature of attritions in organizations while pointing out the different causes of high attrition rate. Employees and managements where identified as the two main sources that could be the cause of rise in attrition level in organizations. Training and career development was also discussed and identified as a necessity as well as a motivation and retention factor for employees in a hypercompetitive business atmosphere. The author concluded that training and development is a key remedy for attrition and should not be neglected by any organization because the causes of attrition which it addresses are frequent reasons why employees leave their jobs. In implementing training and career development in organizations therefore, it is important to allow employees to pursue this in directions they choose, not just in company-assigned and needed directions. This will motivate as well as give them a sense of belonging. Keywords: Training, Career development, attrition, organization
The Impact of Technology on Employee Training and Development Process
2020
Training is a systematic and organized learning process by which people learn the skills, concept, attitude and develop their knowledge so as to improve individual, team and organizational performance. Now a days Indian Government initiatives viz., SKILL INDIA, MAKE IN INDIA are propelling development and expansion of manufacturing sector as the sector provides maximum job employment to the people directly and indirectly. Manufacturing sector is facing tremendous challenges from the market and they have to cope with the changing market conditions and requirements. Training and Development helps to improve employee’s Knowledge, Skills and Ability. Thus organizations are now shifting themselves from imparting traditional training to Modern Technology based Training so that employee will accept the change easily and will become ‘Skilled Employee’ than ‘Knowledged Employee’. The present research study throws light the effectiveness of technology based Employee Training on Employee’s per...