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    EMOTIONAL INTELLIGENCE AND RESILIENCE TO EMBRACE CHANGE DURING INDUSTRY 4.0
    (Asian Journal of Multi-dimensional Research/8/ Spl Issue 1, 2019-05) M., Reshma; B., Sripirabaa
    Industry 4.0 or the fourth industrial revolution as it is commonly called is an era of automation and digitization but most importantly an age of turbulence, volatility and uncertainty. Every time industry embraces new technology or automation, there is always reluctance and resistance from people for fear of change. While change is inevitable, our preparedness for it is what matters. Only organizations that are able to predict future changes and prepare well in advance grow with time and survive. Though the impact of industry 4.0 will be felt in every department of an organization, its effect on the human resources will be the strongest. So, what will be required of the employees in an organization in the age of machines? What are the competencies that employees will be required to possess in order to adapt to changing times? Up skilling and continuous search for knowledge will be the norm if one has to sustain among the hyper intelligent machines, but what competencies in a person will facilitate such adaptive behavior? This paper tries to conceptualize a model that proposes that emotional intelligence and resilience of an individual can facilitate himto effectively adapt and manage changes like the fourth industrial revolution.
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    INDUSTRY 4.0 AND GREEN HRM PRACTICES: INITIATIVES BY ORGANIZATIONS IN INDIA
    (GRG School of Management Studies, 2019-05) R, Sreeprabha; R, Sona
    A growing concern for environmental issues and sustainable development has been evolving among the developed and developing nations. Innumerable initiatives have been taken to determine how organizations are going to evolve ideas innovatively. Green HRM is the practice of implementing the HRM policies for the sustainable development of organizations. The study is done to investigate the present level of sustainability and environmental performance activities adopted by organizations in India to achieve economic development. The study also strives to suggest few corrective actions recommended for reducing the environmental damage, foreseeing the needs of the future generations. In this juncture of adopting Industry 4.0 implementing the Green HRM practices would help the nations move hand-in-hand towards protecting the environment
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    INDUSTRY 4.0: AN EXISTING SKILL GAP AND AGILE WORKFORCE
    (Pondicherry University, Pondicherry, 2019-12) R, Sona
    Industry 4.0 is really known as the 'virtual' world which is giving rise to cyber-physical production systems. As a result, the traditional industrial structure has undergone a massive transformation which in turn will alter the way companies approach manufacturing and service as well. The vision of the 4th industrial revolution illustrates the insight of the Internet of Things within the context of the organization to realize a drastically higher flexibility and adaptability of production systems. The era of IoT brought in many rapid advances in technology, which offer considerable improvements in the efficiency of manufacturing facilities. The issue with those tremendous technological advancements is that who will operate these new smart factories? The present generations of industrial leaders are not digital natives and the next generation those who are currently coming through present education system certainly lack industrial experience. There exists a skill crisis in most of the countries which is now undergoing transformation of digital technology. This research article throws light and presents few of the skill gaps which every organization should considerably notice and strategically plan to sustain in this VUCA (Volatile, Uncertain, Complex and Ambiguous) world.