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Endüstri 4.0 kavramının hayatımıza girdiği bu dönemde makineleşmeyle birlikte sanayilerde personel alımında klasik değerlendirme kriterleri farklılaşmaktadır. Bu yeni dönemde siber fiziksel sistemler, nesnelerin interneti, otomasyon ve akıllı fabrikalar gibi kavramlar iş hayatını farklı bir boyuta getirmektedir. Teknolojideki bu hızlı ilerleyişin, piyasalar üzerinde büyük ölçüde etkisi olmasıyla birlikte işgücü piyasasındaki etkileri de oldukça fazla olacaktır. Endüstri 4.0 ile makinelerin, işçilerin yerlerini almaya başlayacağı bilinse de bu yeni dönemle beraber yeni iş alanları da oluşacaktır. Oluşan yeni iş alanları bir yana olmakla beraber bu süreç mevcut personelden de beklentileri değiştirecektir. Bu noktada İşgücü 4.0 kavramı ortaya çıkmaktadır. İşgücü 4.0 kavramı, üretimdeki bu değişimle birlikte ortaya çıkacak yeni iş gücünde işverenin, personelden beklentilerinin ne ölçüde değişeceği konusunu esas alır. Bu çalışmanın amacı Endüstri 4.0 ortamında personel alım süreçlerinde gündeme gelen yeni kriterlerin çok ölçütlü karar verme yöntemlerinden biri olan analitik ağ süreci (AAS) yöntemi kullanılarak önem derecelerinin belirlenmesidir. Bu doğrultuda insan kaynakları faaliyetlerinin desteklenmesi amaçlanmaktadır.
The concept of Industry 4.0 comes into our lives in this period, with machinery, the classical assessment criteria in the recruitment of staff in the industries are different. In this new era, concepts such as cyber-physical systems, the Internet of Things, automation and smart factories bring business life to a different dimension. This rapid progress in technology will have a significant impact on the markets, but the impact on the labour market will also be quite large. With Industry 4.0 it is known that machines will begin to take place workers, but with this new period, new business areas will also be formed. With the creation of new business areas, this process will also change expectations from the existing staff. At this point, the concept of Workforce 4.0 is emerging. The Workforce 4. The notion of 0 is based on how much the expectations of the employer from the staff will change in the new labour force that will emerge along with this change in production. The aim of this study is to determine the importance of the new criteria presented in the employment processes in the Industry 4.0 environment using the analytical network process (AAS) method, which is one of the multi-dimensional decision-making methods. The aim is to support human resources activities.
In this period in which the concept of Industry 4.0 entered our lives, with the mechanization, the classical evaluation criteria in personnel recruitment in the industry differ. In this new era, concepts such as cyber physical systems, internet of things, automation and smart factories bring business life to a different dimension. This rapid advance in technology will have a significant impact on the markets but will have a significant impact on the labor market. Although it is known that machines will start to replace workers with Industry 4.0, new business areas will be created with this new era. Aside from the new business areas that have emerged, this process will also change expectations from existing personnel. At this point, the concept of Labor 4.0 emerges. The concept of Labor 4.0 is based on the extent to which the expectations of the employer from the personnel will change in the new labor force that will emerge with this change in production. The aim of this study is to determine the importance of the new criteria in personnel recruitment process in Industry 4.0 environment by using Analytical Network Process (ANP) method which is one of the multi criteria In this respect, it is aimed to support human resources activities.
Field : Sosyal, Beşeri ve İdari Bilimler
Journal Type : Ulusal
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