Designing the Competency Model of the Workforce in Manufacturing Industries During the Fourth Industrial Revolution

Document Type : Original Article

Authors

1 PhD Student, Department of Industrial Management, Tabriz Branch, Islamic Azad University, Tabriz, Iran.

2 Assistant Professor, Department of Industrial Management, Tabriz Branch, Islamic Azad University, Tabriz, Iran.

3 Assistant Professor, Department of Business Management, Bonab Branch, Islamic Azad University, Bonab, Iran.

Abstract

Introduction: Despite the technological revolution transforming work processes, digital transformation requires inherent human skills to ensure the usability and efficiency of digital technologies. Accordingly, the labor market must adapt to these related demands. The Fourth Industrial Revolution has significantly impacted the workforce, leading to major shifts in job profiles. The aim of this research is to design a competency model for the workforce during the Fourth Industrial Revolution and to test this model in large manufacturing companies in East Azerbaijan Province.
Methods: This study is classified as applied-developmental research and employs an exploratory mixed-method approach (qualitative-quantitative). In the qualitative phase, the grounded theory method and NVivo software were utilized to determine the structure and components of the workforce competency model in manufacturing industries. In the quantitative phase, structural equation modeling was employed. The statistical population in the qualitative phase included academic experts and industrial managers, while in the quantitative phase, industrial managers formed the population (302 individuals). The qualitative sample was selected based on theoretical saturation, resulting in 17 expert participants for interviews. In the quantitative phase, 90 managers were selected using the rule of thumb sampling method. The study's spatial domain included large manufacturing industries in East Azerbaijan Province, and the temporal domain was the year 1401 (2022-2023). Research tools included semi-structured interviews for the qualitative phase and questionnaires based on qualitative findings for the quantitative phase. Data analysis in the qualitative phase was conducted using open, axial, and selective coding, while structural equation modeling was employed for quantitative analysis.
Results and discussion: The findings indicate that causal, contextual, and intervention conditions directly influence the design of a workforce competency model for the Fourth Industrial Revolution. Causal conditions, such as the dynamic technological environment and the need for new skills, push the workforce towards continuous learning and skill updates. Contextual conditions, including cultural support and infrastructure investment, strengthen learning processes and competency development. Intervention conditions, such as managerial interventions and training programs, enhance workforce capabilities in technical and social domains. These factors contribute to achieving organizational goals and improving job satisfaction by enhancing organizational performance and work quality. The findings underscore the necessity of adopting appropriate strategies to continuously improve workforce competencies, enabling organizations to succeed in today’s competitive environment.
Conclusion: The research results highlight the importance of identifying key skills for designing a workforce competency model in the Fourth Industrial Revolution. These skills include mastery of new technologies, social skills and collaboration, adaptability and flexibility, and critical and creative thinking. These competencies are crucial for strengthening workforce capabilities and addressing new workplace challenges. Furthermore, the study emphasizes the need for supportive cultural and governmental infrastructures to facilitate successful implementation. Consistent training and development programs should be employed to enhance employee skills. Ultimately, this competency model supports organizations in increasing productivity, improving work quality, and enhancing job satisfaction and talent retention.

Keywords

Main Subjects

References

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Journal of Industrial Management Perspective
Volume 14, Issue 4 - Serial Number 56
Issue in Progress
2024
Pages 201-222

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