Hamed Abdollahi; Mahmoud Dehghan nayeri; Ali Rajabzadeh Ghatari; Khadijeh Mostafaee
Abstract
This research addresses the topic of human capital in the Fourth Industrial Revolution. Based on the structure and context of Iranian organizations, the macro-political and economic environment of the country, and the existing trends in the development of new technologies, The aim of this research is ...
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This research addresses the topic of human capital in the Fourth Industrial Revolution. Based on the structure and context of Iranian organizations, the macro-political and economic environment of the country, and the existing trends in the development of new technologies, The aim of this research is to identify, the nature and components of Industry 4.0 and then the competencies, skills, and knowledge required for youth to be employed in specialized and complex production jobs in the Fourth Industrial Revolution.The method of this research is qualitative, and its content is devoid of statistical and mathematical calculations. For this study, theoretical sampling was conducted, and data were collected through semi-structured interviews with 18 experts, including academics, youth activists, business managers, and researchers in the field of human resources. Grounded theory was used for data analysis and model design. In this method, by analyzing the interview texts, propositions, concepts, components, and core categories were identified, and the results were structured in the form of a paradigmatic model (including six dimensions of causal conditions, intervening conditions, contextual conditions, core categories, strategies, and outcomes). Based on the findings, while it is necessary for business managers to create a transformation in organizational culture and for academics to implement changes in the educational system, the young workforce must strengthen their competencies, skills, and knowledge in four areas: methodological, social, individual, and technological to effectively engage in future smart factories.
jafar eynali; mohammad mousavi; tahereh feizy; zahra foroutani
Abstract
One of the main issues of the country is youth unemployment. As the country's largest employer, the government is responsible for policy-making to reduce youth unemployment. Given the role that public sector employees play in running the country, the quality of public human resource is of particular ...
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One of the main issues of the country is youth unemployment. As the country's largest employer, the government is responsible for policy-making to reduce youth unemployment. Given the role that public sector employees play in running the country, the quality of public human resource is of particular importance. Therefore, the impact of employment policies covers a wide range of society and by determining the conditions and manner of entering the service, has a significant impact on the overall performance of the government and the administrative system of the country. In the current situation of our country, which is facing high youth unemployment rates and difficult economic conditions, employment in the public sector has been accompanied by more youth attention and the sensitivity of the issue has doubled. Therefore, the policy making system of youth recruitment and employment in the public sector is of special importance and sensitivity and requires extensive studies and the development of appropriate and effective models. In this regard the aim of the present research is to design a youth employment policy making model in the public sector to use the qualitative grounded theory method, using theoretical sampling method and conducting semi-structured interviews with experts of this field achieves the model.
