Abstract
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.
References
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Abstract
References
- Asiltürk, A. (2018). İnsan kaynakları yönetimin geleceği: İK 4.0. Journal of Awareness. 3 (Özel), 528-544.
- Aydın, E. (2018). Türkiye’de teknolojik ilerleme ile istihdam yapısındaki değişme projeksiyonu: Endüstri 4.0 bağlamında ampirik analiz. Yönetim Bilimleri Dergisi, 16(31), 461-471.
- Doğru, B.N. ve Meçik, O. (2018). Türkiye’de endüstri 4.0’ın işgücü piyasasına etkileri: firma beklentileri. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. Endüstri 4.0 ve Örgütsel Değişim Özel Sayısı. 1581-1606.
- Göktürk, İ.F, Eryılmaz, A.Y, Yörür, B. ve Yuluğkural, Y. (2011). Bir işletmenin tedarikçi değerlendirme ve seçim probleminin çözümünde AAS ve VIKOR yöntemlerinin kullanılması. Dumlupınar Üniversitesi Fen Bilimleri Enstitüsü Dergisi, 25, 61-74.
- IAB. (2016). Industry 4.0: Job- Producer or Employment-Destroyer?. Institute for Employment Research, 2/2016, 1-6.
- İnternet Kaynağı: https://bizobiz.net/endustri-4-0-ve-yeni-is-gucu-ihtiyaci (Erişim Tarihi:09.05.2019).
- Kazancoğlu, Y. ve Ozkan-Ozen, Y.D. (2018). Analyzing workforce 4.0 in the fourth ındustrial revolution and proposing a road map from operations management perspective with fuzzy DEMATEL. Journal of Enterprise Information Management. 31(6), 891-907.
- Özder, E. H. ve Eren, T. (2015). Çok ölçütlü karar verme yöntemi ve hedef programlama teknikleri ile tedarikçi seçimi. Selçuk Üniversitesi Mühendislik, Bilim ve Teknoloji Dergisi, 4(3), 196-207.
- Saaty T. (1980). The analytical hierarchy process, planning, priority. Resource allocation. RWS publications, USA.
- Sener, S. ve Elevli, B. (2017). Endüstri 4.0’da yeni iş kolları ve yükseköğrenim. Mühendis Beyinler Dergisi, 2(1), 25-37.
- Türkel, S. ve Bozağaç, F. (2018). Endüstri 4.0’ın insan kaynakları yönetimine etkileri. Toros Üniversitesi Sosyal Bilimler Dergisi,9, 419-441.
- Uslu, B., Gür, Ş. ve Eren, T. (2019). Endüstri 4.0 uygulaması için stratejilerin AAS ve TOPSIS yöntemleri ile değerlendirilmesi. Eskişehir Teknik Üniversitesi Bilim ve Teknoloji Dergisi B- Teorik Bilimler, 7(1), 13-26.
- Yıldız, A. (2018). Endüstri 4.0 ve akıllı fabrikalar. Sakarya Üniversitesi Fen Bilimleri Enstitüsü Dergisi, 22, 546-556.
Details
| Primary Language | Turkish |
|---|---|
| Journal Section | Makaleler |
| Authors | |
| Publication Date | April 27, 2020 |
| Acceptance Date | January 7, 2020 |
| Published in Issue | Year 2020 Issue: 55 |
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