Human capital in the industry 4.0: managing skills and careers to endorse engagement

• Autor(a) principal: Bastos, Tiago Silva Oliveira
• Data de Publicação: 2022
• Tipo de documento: Dissertação
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10773/36989
• topic: Digitalization; Human resource management; Workforce engagement; Skills management; Career management

Currently, and increasingly, consumers seek to obtain customized products at competitive prices. This is already a reality empowered by emerging technologies, which along with this type of possibilities, also brings some challenges. If on the one hand emerging technologies promote economic sustainability with increased productivity and better customer response rates, on the other hand they can be enhancers of inequality to the extent that they pose challenges in terms of social sustainability. Human capital, one of the most valuable resources of organizations, is not exempt from the consequences of digital transformation, as professions with lower qualifications will tend to disappear, through the replacement of jobs and current skills will tend to be replaced in the future by new skills. Additionally, these challenges extend to the very leadership of organizations, since there is some labor instability, including turnover that will tend to increase, being necessary to promote employee engagement to retain them and, consequently, preserve the organizational knowledge. The literature shows that more engaged work communities will bring more and better results to organizations. It is in this context that the present study is inserted, with the objective of promoting, through the creation of tools, the engagement of the workforce. To this end, we resorted to the study, analysis, and conceptualization of tools to support the management of competencies and careers. In methodological terms, this study began with a literature review and technical reports to know the state of the art, followed by a Focus Group and semi-structured interviews to obtain the requirements of the solutions and ending with usability tests to evaluate the acceptance of the solution. All these techniques were applied around the Design Science Research Methodology. In terms of results, in addition to the technological artifacts discussed throughout the work, a framework is proposed that will allow an easier and more agile management of human resources, focusing on fostering the engagement of the workforce.