The world is on the verge of the fourth industrial revolution that will considerably influence society and human life. Today human being is surrounded by technological advancement and every day we face new sophisticated technological systems that affect our daily lives. The business environment is being influenced by Industry 4.0 significantly and a massive transformation in labour market can be observed. The digital economy has become a disruptive factor in several sectors and it has shown a major impact on the logistic industry in terms of workforce transformation. The question that arises is that to what extent the logistic sector is ready for the digital transformation in Industry 4.0 and what factors should be considered by industry players, governments and multi-stakeholders in order to simplify workforce transformation. This study followed a qualitative approach using Grounded Theory to explain the phenomenon of workforce transformation within the logistic sector in Industry 4.0. Furthermore, a literature review was used to explain the role of human resource management in simplification of this process .The findings show that there is a lack of adequate awareness about the impact of the digital transformation on labour. Furthermore, it discusses the role of human resource management as an agent of change in Industry 4.0. The current research presents recommendations for different stakeholders on how to prepare the current and future workforce for the upcoming changes.This study is significant in the sense that it will add to the existing literature and provide practitioners with vital information that can be used to simplify the digital transformation of logistic industry by preparing labor market.
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As the fourth industrial revolution unfolds and the use of digital humans becomes more commonplace, understanding digital humans' potential to replace real human interaction or enhance it, particularly in storytelling marketing contexts, is becoming evermore important. To promote interaction and increase the entertainment value of technology-enhanced storytelling marketing, brands have begun to explore the use of augmented digital humans as storytelling agents. In this article, we examine the effectiveness of leveraging advanced technologies and delivering messages via digital humans in storytelling advertisements. In Study 1, we investigate the effectiveness of narrative transportation on behavioral responses after exposure to an interactive augmented reality mobile advertisement with a digital human storyteller. In Study 2, we compare how consumers respond to augmented digital human versus real human storytelling advertisements after conducting an exploratory neurophysiological electroencephalography study. The findings show that both types of agents promote narrative transportation when the story fits the product well. Moreover, a digital human perceived as more human-like elicits stronger positive consumer responses, suggesting an effective new approach to storytelling marketing.
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Technological developments have a major impact on how we live, work and learn together. Several authors refer to a fourth revolution in which robots and other intelligent systems take over an increasing number of the current (routine) tasks carried out by humans (Brynjolfsson & McAfee, 2014; Est et al., 2015; Ford, 2016; Helbing, 2014; Ross, 2017; Schwab, 2016). The relationship between man and machine will change fundamentally as a result. We are already noticing this shift, most specifically in the workplace. E.g., in the field of health care, digitalisation and robotisation can empower patients and their families. Hospitals are primarily intended for clients with complex care needs. This has consequences for the tasks carried out by nurses, who become more of a ‘care director’ or ‘research nurse’. Hospitals approach this in different ways, resulting in considerable diversity as to how these roles are fulfilled. These changes, albeit diverse, can also be seen in the roles of accountants, police officers and financial advisers at banks (Biemans, Sjoer, Brouwer and Potting, 2017). The traditional occupational profiles no longer exist and the essence of these professions is shifting. This does not make such occupations less attractive, but requires different qualities. The demand for more highly educated professionals who can carry out complex tasks in a creative and interdisciplinary manner will increase (McKinsey, 2017). Also, other social developments, such as migration and greenification, prompt us to ask new questions, resulting in new paths towards identifying solutions.
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De samenleving verandert en digitalisering gaat een steeds grotere rol spelen (OECD, 2016, 2019; Schwab, 2016). Studenten aan de HU zullen in hun beroep andere (basis-)vaardigheden op het gebied van rekenen, wiskunde en statistiek nodig hebben om de complexe problemen van de werkvloer aan te pakken dan vroeger (Tout et al., 2017). Hoe gaan opleiders in het HU-onderwijs daarmee om? Welke problemen en dilemma’s duiken daarbij op en welke goede voor-beelden zijn er binnen de HU die met anderen gedeeld kunnen worden? Deze vragen speelden bij het lectoraat Didactiek van Rekenen en Wiskunde, onderdeel van het Kenniscentrum Leren en Innoveren. Ze vormden de aanleiding voor een onderzoek naar de stand van zaken binnen de reken-, wiskunde- en statistiekvakken. De volgende onderzoeksvragen vormden de rode draad van het onderzoek: Hoe gaat men om met de verhouding tussen basisvaardigheden en hogere orde vaardigheden? Gebruiken opleiders ICT in hun lessen? En in hoeverre is er discussie over wat studenten handmatig moeten kunnen en wat zij mogen uitbesteden aan een tool? Welke rol spelen (digitale) tools bij toetsen?
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The rapidly evolving aviation environment, driven by the Fourth Industrial Revolution, encompasses smart operations, communication technology, and automation. Airports are increasingly developing new autonomous innovation strategies to meet sustainability goals and address future challenges, such as shifting labor markets, working conditions, and digitalization (ACI World, 2019). This paper explores high-level governance strategies, a benchmarking study, that facilitates this transition. It aims to identify the key characteristics and features of the benchmarking study applicable to the development of autonomous airside operations. It also examines areas for improvement in operations, focusing on Key Performance Areas (KPAs) and strategic objectives related to airside automation. The findings highlight several essential performance areas and formulate it to a tailored benchmarking study that airports or aviation stakeholders can adopt to develop automation in airside operations. These criteria and features are summarized into a benchmarking framework that reflects strategy objectives. This paper contributes a valuable benchmarking methodology, supporting the growing global aviation demand for improvements toward more sustainable and smart autonomous airside operations. This outcome motivates aviation stakeholders to innovate to meet environmental and social sustainability goals.
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Het aantal banen neemt toe. Jaarlijks ontstaan er volgens CBS (2019) ongeveer 900 duizend vacatures. Deze keer is de verandering op de arbeidsmarkt niet het resultaat van één enkele factor, maar eerder een combinatie van vijf factoren: snelle technologische vooruitgang, diepgaande veranderingen in gezondheid en demografie, een groeiende economie, toenemende globalisering en belangrijke maatschappelijke veranderingen - die samen een groot deel van wat we als vanzelfsprekend beschouwen, fundamenteel transformeren (Gratton, 2011). Digitalisering en automatisering spelen een grote rol bij deze veranderingen. Er zijn optimistische voorspellingen dat nieuwe technologieën de arbeidsmarkt ten goede komen. Technologie verlaagt bijvoorbeeld de werkdruk. We zouden door technologie zelfs naar een kortere werkweek kunnen en nieuwe banen erbij krijgen, zodat niemand ongewild zonder werk komt te zitten (Ford, 2015; Giang, 2015; Mahdawi, 2017; MGI, 2017). Echter, de angst dat automatisering banen over gaat nemen en er een tekort aan werk gaat ontstaan, is ook een veelgehoorde zorg (Alexis, 2017; Ford, 2015; Giang, 2015; MGI, 2017; WRR. 2013).
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The pace of introduction of new technology and thus continuous change in skill needs at workplaces, especially for the engineers, has increased. While digitization induced changes in manufacturing, construction and supply chain sectors may not be felt the same in every sector, this will be hard to escape. Both young and experienced engineers will experience the change, and the need to continuously assess and close the skills gap will arise. How will we, the continuing engineering educators and administrators will respond to it? Prepared for engineering educators and administrators, this workshop will shed light on the future of continuing engineering education as we go through exponentially shortened time frames of technological revolution and in very recent time, in an unprecedented COVID-19 pandemic. S. Chakrabarti, P. Caratozzolo, E. Sjoer and B. Norgaard.
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This article aims to supplement the three “golden rules” of rewilding – or three Cs – the Cores, Carnivores, and Corridors – by a fourth C – Compassion, in discussing the case of Oostvaardeplassen in The Netherlands. The cores refer to large, strictly protected ecologically intact areas, carnivores refer to natural predators, and corridors connect passages for fauna movements. We propose a fourth requirement: Compassion. This fourth C would ensure that any active (re)introduction must be in the interests of the individual animals involved. This article briefly explains the history of the Oostvaardeplassen project and leads into a discussion of the scientific (biological requirements of the species, area, and species fit, etc. ) and ethical (animal welfare, ecocentrism, etc.) constraints and opportunities for rewilding. All four Cs, we argue, are absent from Oostvaardeplassen, which can be considered an example of how rewilding should not be undertaken. Against this background, we propose an alternative way forward. https://www.ecos.org.uk/ecos-406-the-golden-rules-of-rewilding-examining-the-case-of-oostvaardersplassen/ LinkedIn: https://www.linkedin.com/in/helenkopnina/
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The Dutch conservation area Oostvaardersplassen was initiated as a rewilding project within the Netherlands’ protected area network. It came under the spotlight when management strategies and practices were criticized by scientists, conservation practitioners, and the public, from a number of perspectives – not all of which were compatible. This article reviews the origin, evolution, and application of the rewilding concept and examines the Oostvaardersplassen project as a case study. Our assessment demonstrates that the area was never an appropriate site for rewilding, beset by rudderless management, and led to a situation that was ecologically and ethically untenable. The case study is used to illustrate humanity’s evolving role in environmental protection where advances in the understanding of ecological complexity, animal behavior, and sentience, cannot be ignored when addressing environmental protection, problem solving, and management. Finally, it lays out options for the future in the absence of the three Cs of rewilding, the Cores, Corridors, Carnivores, and introduces the concept of the fourth C, Compassion. https://ijw.org/learning-to-rewild/ LinkedIn: https://www.linkedin.com/in/helenkopnina/
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