Tvorba a verifikace modelu řízení lidských zdrojů při implementaci opatření Průmyslu 4.0

Abstract

Industrial production has undergone several periods of change, from the beginnings of the use of steam energy to the automation of processes through the use of information technology. The coming era, called Industry 4.0, encompasses the entire value chain from raw materials to end use, including business and support functions. Industry 4.0 leverages new principles such as increased connectivity, production virtualization, processes that combine sensory data with models, real-time data collection and analysis, and more. Industry 4.0 creates opportunities for new business models, new process solutions and new products. As all industrial companies will have to consider implementing elements of Industry 4.0, not only to remain competitive, they will also have to face a number of challenges. These challenges will take many forms, possibly linked to the integration of new IT capabilities, such as working with and protecting an exponentially growing amount of sensor data. However, fundamentally, Industry 4.0 will also affect the company's human resources, however, human resources can reciprocally affect the very process of implementing Industry 4.0. The presented dissertation proposes and verifies the model of human resources management within the process of implementation of elements of Industry 4.0. The resulting model should be used by companies to be able to effectively manage their employees when implementing any element of automation, robotics or digitization, and thus to facilitate and speed up the P4.0 implementation process itself as much as possible. The results of two questionnaire surveys depict the current situation in selected Czech industrial companies and the impact of the implementation of Industry 4.0 on human resources in the company and vice versa. Through several human resources management threads, which take the form of process diagrams, a final model is created, which begins when the company realizes the need to implement the element of Industry 4.0 and ends in a situation where the already implemented element is evaluated retrospectively. efficiency. The model is also verified twice in this work, when it is first sent for evaluation to selected companies that have participated in the initial questionnaire survey, and their feedback is then incorporated into the model, and then the model is also verified on a real case. Both levels of verification confirmed the functionality of the theoretical processing of all model threads and its practical and general usability in human resources management in the process of implementing elements of Industry 4.0.