<abstract xmlns="http://www.w3.org/1999/xhtml">

<p>The article presents the preliminary results of research in the field of preparing employees aged forty or over to the challenges of industry 4.0. Based on literature research and the results of own research, an assessment of the current human resources in the automotive industry was presented, with a particular emphasis on the age structure and digital competences. The main barriers in the process of preparing forty-plus employees to the requirements of the work environment 4.0 were identified. Existing training methods were assessed. It was indicated that PBL in the field of acquiring digital competences in the group of forty-plus employees has great potential to achieve the success rate of bridging the digital competency gap.</p>
</abstract>

The article presents the preliminary results of research in the field of preparing employees aged forty or over to the challenges of industry 4.0. Based on literature research and the results of own research, an assessment of the current human resources in the automotive industry was presented, with a particular emphasis on the age structure and digital competences. The main barriers in the process of preparing forty-plus employees to the requirements of the work environment 4.0 were identified. Existing training methods were assessed. It was indicated that PBL in the field of acquiring digital competences in the group of forty-plus employees has great potential to achieve the success rate of bridging the digital competency gap.

Managing the process of adjusting the competences of employees aged forty or over to the requirements of industry 4.0

Department of Production Engineering and Safety

Technical Transactions

This work is licensed under the Creative Commons Attribution-ShareAlike 4.0 International License.

The article presents the preliminary results of research in the field of preparing employees aged forty or over to the challenges of industry 4.0. Based on...

Managing the process of adjusting the competences of employees aged forty or over to the requirements of industry 4.0

Publié en ligne: 27 déc. 2022

Pages: -

Reçu: 04 déc. 2022

Accepté: 20 déc. 2022

DOI: https://doi.org/10.37705/TechTrans/e2022015

Mots clés
Industry 4.0, digital competences and skills, employee 4.0, employee 40+, training program, barriers, PBL

© 2022 Sławomir Zembski et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-ShareAlike 4.0 International License.

Managing the process of adjusting the competences of employees aged forty or over to the requirements of industry 4.0

Publié en ligne: 27 déc. 2022

Pages: -

Reçu: 04 déc. 2022

Accepté: 20 déc. 2022

DOI: https://doi.org/10.37705/TechTrans/e2022015

Mots clésIndustry 4.0, digital competences and skills, employee 4.0, employee 40+, training program, barriers, PBL

© 2022 Sławomir Zembski et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-ShareAlike 4.0 International License.

Mots clés
Industry 4.0, digital competences and skills, employee 4.0, employee 40+, training program, barriers, PBL