Identification of soft competencies aspects in human resource development in the industrial era 4.0

This systematic literature review aims to provide an overview of the research related to the soft competency aspects required in industry 4.0 on human capital development. This study used the PRISMA model and included 284 articles from the Scopus, ScienceDirect, and Springerlink databases and three additional report articles with a publication period of 2010 to 2021, which were then selected according to inclusion and exclusion criteria. Thirty-two articles are considered eligible for the further qualitative analysis process. All were analyzed using a content analysis approach that three experts carried out. The result of the analysis shows that articles mention 11 aspects of soft competencies. These aspects are leadership, working with people, customer orientation, communication, task & responsibility engagement, decision making, problem-solving, creative & innovative orientation, flexibility & adaptability, learning orientation, emotional resilience, and problem-solving. These eleven aspects are then classified into Managing People, Tasks, and Self Competencies.Penelitian ini bertujuan untuk mengetahui aspek kompetensi yang dibutuhkan pada industri 4.0. Metode yang digunakan dalam penelitian ini adalah tinjauan pustaka sistematis (Systematic Literature Review) dengan Model PRISMA dalam tahapan tinjauan pustaka. Adapun tahapan tersebut yaitu identifikasi, penyaringan, penilaian kelayakan dan inklusi. Studi awal menyertakan 284 artikel yang berasal dari database Scopus, Sciencedirect dan Springerlink serta 3 tambahan artikel berupa report article dengan rentang waktu publikasi tahun 2010 hingga 2021, yang kemudian diseleksi sesuai kriteria inklusi dan eksklusi. Terdapat 32 Artikel yang dinilai layak untuk proses analisis kualitatif lebih lanjut. Seluruh full-text dianalisis menggunakan pendekatan analisis konten dan dilakukan oleh 3 ahli. Hasil analisis menunjukkan terdapat 10 aspek soft kompetensi yang disebutkan oleh berbagai jurnal sebagai aspek yang dibutuhkan untuk mendukung Industri 4.0. Aspek-aspek tersebut adalah leadership, working with people, customer orientation, communication, task engagement & responsibility, decision making, problem solving, creative & innovative orientation, flexibility & adaptability, learning orientation, emotional resilience. Kesepuluh aspek ini kemudian dikelompokkan menjadi tiga kelompok besar yaitu Managing People, Managing Task dan Managing Self

Towards Learning ‘Self’ and Emotional Knowledge in Social and Cultural Human-Agent Interactions

Original article can be found at: http://www.igi-global.com/articles/details.asp?ID=35052 Copyright IGI. Posted by permission of the publisher.This article presents research towards the development of a virtual learning environment (VLE) inhabited by intelligent virtual agents (IVAs) and modeling a scenario of inter-cultural interactions. The ultimate aim of this VLE is to allow users to reflect upon and learn about intercultural communication and collaboration. Rather than predefining the interactions among the virtual agents and scripting the possible interactions afforded by this environment, we pursue a bottomup approach whereby inter-cultural communication emerges from interactions with and among autonomous agents and the user(s). The intelligent virtual agents that are inhabiting this environment are expected to be able to broaden their knowledge about the world and other agents, which may be of different cultural backgrounds, through interactions. This work is part of a collaborative effort within a European research project called eCIRCUS. Specifically, this article focuses on our continuing research concerned with emotional knowledge learning in autobiographic social agents.Peer reviewe

Values-Based Network Leadership in an Interconnected World

This paper describes values-based network leadership conceptually aligned to systems science, principles of networks, moral and ethical development, and connectivism. Values-based network leadership places importance on a leader\u27s repertoire of skills for stewarding a culture of purpose and calling among distributed teams in a globally interconnected world. Values-based network leadership is applicable for any leader needing to align interdependent effort by networks of teams operating across virtual and physical environments to achieve a collective purpose. An open-learning ecosystem is also described to help leaders address the development of strengths associated with building trust and relationships across networks of teams, aligned under a higher purpose and calling, possessing moral fiber, resilient in the face of complexity, reflectively competent to adapt as interconnected efforts evolve and change within multicultural environments, and able to figure out new ways to do something never done before

Towards more humane machines: creating emotional social robots

Robots are now widely used in industrial settings, and today the world has woken up to the impact that they will have in our society. But robots have been limited to repetitive, industrial tasks. However, recent platforms are becoming more secure to operate amongst humans, and research in Human-Robot Interaction (HRI) is preparing robots for use in schools, public services and eventually everyone’s home. If we aim for a robot flexible enough to work around humans and decide autonomously how to act in complex situations, a notion of morality is needed for their decision making. In this chapter we argue that we can achieve some level of moral decision making in social robots if they are endowed with empathy capabilities. We then discuss how to build artificial empathy in robots, giving some concrete examples of how these implementations can guide the path to creating moral social robots in the future.info:eu-repo/semantics/acceptedVersio

CyberEscape Approach to Advancing Hard and Soft Skills in Cybersecurity Education

Incorporating gamification elements and innovative approaches in training and educational programs are promising for addressing cybersecurity knowledge gaps. Cybersecurity training should consider a combination of hard and soft skills to deal with the diversity of cyber incidents. Therefore, this research aims to investigate if soft skills such as communication and collaboration enhances students’ performance in practical task execution and if the CyberEscape approach promotes students engagement and self-efficacy. This paper presents a cybersecurity game CyberEscape based on the intervention mapping methodology previously defined in the research. A virtualised infrastructure simulating the business environment works as a hybrid escape room. Physical resources and prepared information materials complement the game to support the scenario and ensure student engagement. The work employs a multiple-methods research approach. Participants filled out questionnaires in the pre-event and post-execution phases. Additionally, the participants were involved in small group semistructured interviews. Results of the pilot study show a positive impact on student competence improvement and increased interest in cybersecurity.acceptedVersio

The Global People landscaping study: intercultural effectiveness in global education partnerships

The Context The Higher Education sector in the UK is experiencing a period of rapid and competitive internationalisation. The market for higher education, at undergraduate and post graduate levels, is now truly global: many potential students can make choices about study destinations between an enormous range of institutions in any of the five continents. The audience for research is also global, with a proliferation of domestic and international journals, a multitude of international conferences in every discipline and widely disseminated international indices, ranking universities in terms of their publication and teaching performance. In particular, the recent growth of the major Asian economies has re-shaped the profile of many UK universities both in the composition of their student bodies and also in the number, nature and importance of their overseas partnerships. This Study It is within this context that the Global People project has been established, with the objective of providing knowledge and resources that will support those in the UK Higher Education sector who work, or wish to work, in international collaborations. Phases 1 and 2 of the eChina Programme (see Section1, Introduction) generated a great deal of learning about managing international education projects and Phase 3 of the Programme, the Global People project, was instigated with the aim of capturing this emergent knowledge for the benefit of others. This current report is a Landscaping Study that argues for the value of developing intercultural competence in order to better understand, create and manage productive and enjoyable partnerships with educational institutions outside the UK. Our arguments are supported by data from a wide range of research in disciplines as diverse as applied linguistics and international management. Key Findings a) The need for cultural awareness and sensitivity to diversity has been well established from studies in a range of disciplines. The high risks of mishandling intercultural interaction have prompted the development of a substantial literature both on perceived cultural differences and on the competencies that might be acquired to deal with this challenge. Although this concern has been driven by the financial requirements of international business, the internationalisation of Higher Education has imposed similar requirements on universities engaging in international collaboration. The challenge for academics and project managers is, within limited resources, to develop effective ways of identifying and acquiring the competencies needed to be interculturally effective. b) Interest in the cultural values of Chinese society has never been higher as global interaction with China, through business, government, education and science expands exponentially. There is a real danger in generalising about any nation’s cultural values and especially one where society and economy are changing so rapidly. However, the recent literature on China – from a number of disciplinary perspectives – argues that the influence of traditional Confucian values on Chinese behaviour is still strong. This means that values such as propriety, trustworthiness and the desire for harmony are still reflected in behaviour that is more relationship-based, restrained and consensual than may be normal in Western business relations. Working with Chinese partners will still be facilitated by an understanding of the centrality of social networks to Chinese private and public life and interaction in working teams will benefit from an appreciation of the Chinese respect for hierarchy and reluctance to pass judgement openly on colleagues. c) The majority of the work done on the impact of culture on e-learning has focused on issues of content and materials design. Too frequently this has been a concern for adaptation of existing materials for a local audience, rather than collaborative development of new materials by an intercultural team. As a consequence, there is limited insight into the complexities of designing and delivering learning programmes in different cultural contexts. What the research does show is that learning styles and preferences can vary between cultures and that this is related to the varying pedagogies dominant in particular national cultures. Understanding the implications of this diversity of pedagogies and reconciling cultural differences remain substantial challenges for those adapting or designing online learning programmes across a variety of cultures. d) Research into the performance of international teams offers many insights into good management practice. Principles of team selection, development, leadership and collaboration are well-established in the literature on global management and multinational partnerships. These principles recognise the importance of organisational culture, occupational culture and team roles as additional dimensions to that of national culture in influencing behaviour in project groups. International collaborations are viewed as complex dynamic systems which move through a life cycle, with valuable opportunities for reflection, learning and performance improvement. The implementation of transparent, and mutually agreed, norms, procedures and objectives is regarded as crucial to effective collaboration. e) At the level of the individual, an extensive literature exists on the competencies required to be effective in intercultural interaction. There is an apparently high degree of consensus on the core competencies that should be acquired by the culturally effective individual. Chief among these are self-awareness, cultural knowledge, language proficiency, openness, flexibility and communication skills. However, in many cases there is, at best, limited data to support the theories put forward. There is also a lack of clarity in the use of terminology, with no guarantee that researchers are using terms in the same way. The more detailed, applied research has succeeded in teasing out the knowledge and skills that may be critical in successful interaction by further breaking down broad competencies (e.g. ‘openness’) into more detailed behaviours (‘openness to new thinking; positive acceptance of different behaviour). A Way Forward A major obstacle to accessing and utilising the current knowledge and guidance on intercultural effectiveness is its dispersion across a large number of disciplines and the consequent disparity of the conceptual models and terminology employed. A framework for understanding intercultural effectiveness in international projects has a very high potential value to a wide range of professionals engaged in cross-cultural collaboration. There is substantial learning to be gained from the insights of different research disciplines but these insights need to be brought together in a way that practitioners from any field can access them without specialist knowledge. These ambitions have materialised in the form of the Toolbook, which is specifically designed to be used as a self-explanatory guide, complete with tools to stimulate awareness-raising and to encourage reflection on available resources and current practices

Changing the Architectural Profession - Evidence-Based Design, the New Role of the User and a Process-Based Approach

The construction industry is characterised by ever-changing projects that constantly involve new clients, teams and people. This results in the need to build up new sets of relationships each time. Within these relationships the perspective of the users of space is mostly neglected, partly due to the ephemeral nature of the industry, but partly also because of the character and culture of the architectural profession. In contrast, this paper argues that the architectural profession needs to make a double turn: firstly, the needs and wishes of the user need to be in the centre of the architectural business. Secondly, the whole industry may change from a project-centred one into a process-based one where the process of finding out what the client needs, of engaging the users, proposing a design solution, managing the project, and evaluating its use and appropriation in the end in order to learn from it, is nearly as important as aesthetics, form and function. This involves a lot more intelligence and research about cultures and characteristics of the client, may it be a private person, a city council or a corporation, hence architectural and organisational research may play a new role in the architectural professional culture

Mental Health in the Workplace: Situation Analyses, Germany

[From Introduction] The ILO’s primary goals regarding disability are to prepare and empower people with disabilities to pursue their employment goals and facilitate access to work and job opportunities in open labour markets, while sensitising policy makers, trade unions and employers to these issues. The ILO’s mandate on disability issues is specified in the ILO Convention 159 (1983) on vocational rehabilitation and employment. No. 159 defines a disabled person as an individual whose prospects of securing, retaining, and advancing in suitable employment are substantially reduced as a result of a duly recognised physical or mental impairment. The Convention established the principle of equal treatment and employment for workers with disabilities

A Competency Model for Industrie 4.0 Employees

This paper analyzes employee competencies for employees with higher education in Industry 4.0. An Industry 4.0 competency model based on a behavioral oriented approach concerning three variants, namely Information Systems, Information Technology and Engineering is developed by extending the SHL Universal Competency Framework through a structured literature review and focus groups with academic staff. The presented study contributes to research by providing a starting-point for further research regarding employee competencies for Industry 4.0. It contributes to practice as the provided competency model can be applied to Industry 4.0 job descriptions

Human Factors in Agile Software Development

Through our four years experiments on students' Scrum based agile software development (ASD) process, we have gained deep understanding into the human factors of agile methodology. We designed an agile project management tool - the HASE collaboration development platform to support more than 400 students self-organized into 80 teams to practice ASD. In this thesis, Based on our experiments, simulations and analysis, we contributed a series of solutions and insights in this researches, including 1) a Goal Net based method to enhance goal and requirement management for ASD process, 2) a novel Simple Multi-Agent Real-Time (SMART) approach to enhance intelligent task allocation for ASD process, 3) a Fuzzy Cognitive Maps (FCMs) based method to enhance emotion and morale management for ASD process, 4) the first large scale in-depth empirical insights on human factors in ASD process which have not yet been well studied by existing research, and 5) the first to identify ASD process as a human-computation system that exploit human efforts to perform tasks that computers are not good at solving. On the other hand, computers can assist human decision making in the ASD process.Comment: Book Draf