PosterPDF Available

Fit for Industry 4.0? – Results of an Empirical Study

Authors:

Abstract

Relevance & Research Question: Digitization and IoT have become the drivers of a far-reaching trans-formation process in companies worldwide. Companies are now faced with the challenge of shaping this change while considering the people and the organisation, in addition to technology. The aim of this study was therefore to examine the effects of the digitization of company employment and competence requirements, differentiated according to employee groups.Methods & Data: Following preliminary literature research and qualitative expert inter-views [n=6], a research framework was developed that consists of two interconnected levels: [1] requirements of internal and external digitization as well as [2] qualifications and competencies of different occupation groups.Based on this, a quantitative online-study was conducted from Oct. 2017 to Jan. 2018. Participants [n=150] were recruited using a perso-nal approach and consisted of company representatives from Germa-ny with expertise in the field of digitization and HR.Results:Concerning internal focus, 73% of companies surveyed have an ERP system and 69% have an intranet, but only 36% use a cloud-system, 29% data analytics and 8% AR/VR.Regarding external factors, 50% do not have an online shop or a plat-form for customer communication. 77%, however, confirm the exami-nation of new digital business models. Additionally, most respondents do not expect any employment effects from digitization but do expect a change in tasks and a greater need for training, especially for skilled workers (85%, academics 84%, unskilled 66%).Openness to change is regarded as the most important competency across the employee groups, followed by the ability to learn for unskil-led (90%) and skilled (88%) workers, the ability to think in context for academics (97%) and communication skills for managers (96%). While the most important task for managers is the design of framework con-ditions, for other employee groups it will be working with new techno-logies and data analysis.Added Value:The results show the status quo and untapped potential of these compa-nies. It is clear that, among IT and media skills, companies are faced with other qualification needs and new areas of responsibility within the sco-pe of digital transformation, which differ according to occupation grou
Fit für Industrie 4.0
Fit for Industry 4.0
Results of an Empirical Study
Swetlana Franken, Lotte Prädikow, Miriam Vandieken, Malte Wattenberg
Digitization and IoT have become the drivers of a far-reaching trans-
formation process in companies worldwide. Companies are now
faced with the challenge of shaping this change while considering
the people and the organisation, in addition to technology. The aim
of this study was therefore to examine the eects of the digitization
of company employment and competence requirements, dierentia-
ted according to employee groups.
Research Questions:
What is the current status of digitization in NRW enterprises?
How will tasks and competence requirements for dierent groups
of employees change as a result of digitization?
Following preliminary literature research and qualitative expert in-
terviews [n=6], a research framework was developed that consists of
two interconnected levels: [1] requirements of internal and external
digitization as well as [2] qualifications and competencies of die-
rent occupation groups.
Based on this, a quantitative online-study was conducted from Oct.
2017 to Jan. 2018. Participants [n=150] were recruited using a per-
sonal approach and consisted of company representatives from Ger-
many with expertise in the field of digitization and HR.
The results show the status quo and untapped potential of the-
se companies. It is clear that, in addition to IT and media skills,
companies are faced with other qualification needs and new areas
of responsibility within the scope of digital transformation, which
dier according to occupation group. Digitization is gaining in im-
portance in companies of all sizes and sectors, especially with a
focus on optimizing internal processes.
The tasks of all employee groups will change in the course of di-
gitization, which will put new competence requirements on the
agenda. Particularly strong changes become apparent for qualified
employees, especially for academics. More than for all other em-
ployee groups, the study participants assume that this group will
increasingly carry out data analysis and work on innovations in
the future. According to the study participants, the most important
prerequisites for digitization for all occupation groups is openness
for change, this applies especially for managers.
Method & Data
Conclusion
Bielefeld University of Applied Sciences
Faculty of Business and Health
Interaktion 1
33619 Bielefeld, Germany
Contact
Relevance
Results
Demografic data
References
acatech (ed.) (2016):
Kompetenzentwicklungsstudie Industrie 4.0 – Erste Ergebnisse und Schlussfolgerungen
. München.
Franken, S.; Prädikow, L. & Vandieken, M. (2019):
Fit für Industrie 4.0? Ergebnisse einer empirischen Untersuchung im Rahmen des Forschungsprojektes „Fit für Industrie 4.0“
. FGW Studie (in preparation).
Franken, S.; Mauritz, N.; Prädikow, L.; Wattenberg, M. & Zurmühlen, M. (2017):
Internet of Things – Corporate Requirements and Framework of Competencies
, in: Stützer, C. et al. (Hrsg.): 19th General Online Research
Conference, Proceedings, Berlin, p. 52.
Franken, S.; Prädikow, L. & Zurmühlen, M. (2018):
Digitalisierungsstrategien und neue Kompetenzanforderungen in ausgewählten OWL-Unternehmen - Ergebnisse einer qualitativen Untersuchung im Rahmen des For-
schungsprojektes „Fit für Industrie 4.0“
, Whitepaper, Bielefeld.
Ingenics AG, (Hrsg.) & Fraunhofer IAO (2016):
Industrie 4.0 – Wo steht die Revolution der Arbeitsgestaltung?
Ulm.
Internal and external factors: The company...
Top 5 competencies prognosed to become very important within the next 5 years
Top 3 tasks in digitization
11%
18%
22%
25%
36%
0% 5% 10% 15 % 20% 25% 30 % 35 % 40%
Communication skills
Abil ity for t eamwo rk
Flexibility
Abil ity to lea rn
Openness for change
for unskilled workers
30%
32%
41%
41%
50%
0% 10% 20 % 30 % 40% 50% 60 %
Abil ity to lea rn
IT and me dia c o mpet ence
Int er con nect ed thi nkin g
Flexibility
Openeness for change
for skille d workers
44%
53%
73%
0% 10% 20 % 30 % 40% 50% 60 % 70 % 80%
Int erdis cipli nary t eamwo rk
Tak e o n hi ghe r-val ue tas ks
Wor k w it h ne w te chno logies
for unskilled workers
70%
70%
70%
0% 10% 20 % 30 % 40% 50% 60 % 70 % 80%
P rima ril y c re ate good wo rki ng
c ondi ti on s
Int erdis cipli nary t eamwo rk
Wor k w it h ne w te chno logies
fo r m a na ge rs
23%
77%
We ar e a ctiv ely w orkin g on
the development of digital
business models
no
yes
42%
Female
58%
Male 43%
57%
Participation in a
technology cluster
Yes No
33%
67%
Ent erpr ise si ze
SME
Large-scale enterprises
Prof. Dr. Swetlana Franken
Lotte Prädikow
Miriam Vandieken
Malte Wattenberg
50%
58%
76%
0% 10 % 20 % 30% 40 % 50 % 60% 70% 80 %
Data analysis
Int erdis cipli nary t eamwo rk
Wor k w it h ne w te chno logies
for skille d workers
49%
51%
51%
54%
60%
0% 10 % 20 % 30% 40 % 50 % 60%
Probl em -s olvi ng comp et en ce
IT and me dia c o mpet ence
Abil ity to lea rn
Int er con nect ed thi nkin g
Openness for change
for academics
25%
10%
46%
2%
17% Se c t o rs /I nd us tr y
Ser vic es and sup por t
Trad e sect or
Man uf a ct uri ng
Transport industry
Ot he rs
0% 20% 40 % 60 % 80% 100%
… unskil led workers
... ski lle d wo rk er s
…academics
…managers
companies who confirm the statement: due to the
digitalisation the need for training will increase for...
0% 5% 10% 15 % 20% 25 % 30 % 35 % 40%
… us es c hat bot s.
…has a platform for customer
communication.
…offers a virtual product
configurator.
...is connected to the suppliers
via an ERP system.
…has an online shop.
Yes Partly
Partner
0% 10% 20 % 30% 40 % 50 % 60% 70% 80 %
…u ses system s like VR/AR.
…w ork s m ost ly pap erles s.
…u ses data an alytics.
…uses a business cloud system.
…u se s m obile d evices .
…has an Intranet.
…u ses an ERP system.
Yes Partly
56%
63%
66%
67%
70%
0% 10% 20 % 30 % 40% 50 % 60 % 70%
in ter dis cipl in ary thi nki ng and a ct ing
Deci sio n-ma king abil ity
Int er con nect ed thi nkin g
Communication skills
Openness for change
fo r m a na ge rs
75%
81%
83%
0% 10% 20 % 30% 40 % 50 % 60% 70% 80 %
Wor k o n in nov at ions
Data analysis
Wor k w it h ne w te chno logies
for academics
ResearchGate has not been able to resolve any citations for this publication.
ResearchGate has not been able to resolve any references for this publication.