In today's competitive market, the quality of products plays a crucial role in determining their success. The concept of quality has evolved over time, particularly in the context of human resource management (HRM) and its impact on product quality. With the advent of industrial revolutions and the emergence of a consumer society, the focus was on meeting quality standards and ensuring standardization. However, as socio-economic systems have developed, new dimensions of product quality have emerged, including corporate social responsibility, environmental friendliness, and innovation. The Fourth Industrial Revolution, also known as Industry 4.0, has further transformed the requirements for product quality by emphasizing the use of high technologies and digital competitiveness.
Exploring the Components of Product Quality in Industry 4.0
Product quality in Industry 4.0 can be viewed through a systemic interpretation that balances sustainability (supporting the Sustainable Development Goals - SDGs) and global digital competitiveness. This approach considers two components of quality: the main component, which includes engineering complexity, suitability for high-tech industries, and compliance with quality standards, and the additional component, which encompasses social responsibility towards digital personnel and environmental friendliness. These additional characteristics, such as creating "green" jobs and promoting energy efficiency, contribute not only to product competitiveness but also to achieving the SDGs.
Understanding the Role of HRM in Ensuring Product Quality
HRM plays a crucial role in ensuring product quality in Industry 4.0. Traditionally, HRM focused on treating employees as "interchangeable parts" and meeting production targets and quality standards. However, with the changing market conditions and the emergence of new stakeholders, HRM now encompasses a broader perspective. It involves improving working conditions, ensuring a positive psychological atmosphere, motivating and stimulating employees, and attracting creative personnel. HRM also plays a significant role in managing digital personnel with digital competencies in the context of Industry 4.0.
Alternative Approaches to HRM of Digital Personnel
Two alternative approaches to HRM of digital personnel have been identified: the involvement of job-ready digital personnel and corporate training of digital personnel. The first approach involves universities and paid higher education services training digital personnel according to national standards. While this approach provides a wide range of theoretical digital competencies, graduates may lack practical skills. The second approach focuses on corporate training, where industry specialists are hired and further developed in digital competencies through targeted university training, advanced training, and on-the-job skills training. This approach ensures the practical application of digital competencies but may be limited in scope.
Testing the Hypothesis and Developing a Program-Target Approach
To determine the effectiveness of the two HRM approaches, an econometric model was developed, highlighting the impact of HRM factors on product quality. The results showed that the attraction of job-ready digital personnel contributes more significantly to improving product quality in Industry 4.0 compared to corporate training. Additionally, alternative scenarios were developed, demonstrating the potential for quality improvement through the active attraction of digital personnel. A program-target approach was proposed, emphasizing the strict selection of digital personnel based on competence, which leads to improved digital competitiveness, SDG support, and sustainable development.
Conclusion
In conclusion, ensuring high-quality products in Industry 4.0 requires a holistic approach to HRM of digital personnel. The systemic interpretation of product quality, balancing sustainability and global digital competitiveness, provides a comprehensive understanding of the key components of quality. The attraction of job-ready digital personnel, accompanied by the disclosure of their human potential, proves to be more effective in improving product quality compared to corporate training. The program-target approach offers a clear roadmap for organizations to enhance quality assurance through HRM of digital personnel. By aligning HRM practices with sustainability goals and digital competitiveness, companies can thrive in the era of Industry 4.0 while delivering high-quality products to meet consumer expectations.
Reference
Tolmachev A.V.; Sozinova A.A.; Savelyeva N.K.; Saidakova V.A. (2023). THE ATTRACTION OF DIGITAL PERSONNEL AND CORPORATE TRAINING IN QUALITY MANAGEMENT IN INDUSTRY 4.0 WITH A BALANCE BETWEEN SUSTAINABILITY AND COMPETITIVENESS. Proceedings on Engineering Sciences, 5(S2), 311-326, DOI: 10.24874/PES.SI.02.010.