Industry 4.0 processes brought dramatic changes in skills and competences needed at the firm level. The purpose of this paper is: to identify and quantify key competences required for workers with economics-and-business background; to evaluate development level of those competences among the currently employed workforce; to investigate degree of match between required and currently developed competences; and finally to assess how this (mis)match translates to firm performance.,This research is based on primary data, collected through questionnaires, and secondary data of firms’ financial and structural characteristics. Key competences were estimated using factor analysis and were then used as covariates in explaining differences in firms’ performance in both static and dynamic production function specifications using standard regression model, Heckman selection model and Arellano–Bond estimation.,Results show that mismatches in competences basic algebra; collectedness, conflict resolution and presentation; and motivation and organization are all negatively associated in explaining the variation of firm performance, with motivation and organization having the most significant effect.,This paper focuses on competence mismatch by including both sides of the labor market (employers and employees) in the analysis. This paper offers: a theoretical structure for understanding and investigating existing competence mismatches; a step-by-step industry-driven method for deriving key required competences, including an initial exploratory phase (combination of literature review, exploratory interviews and pilot study) followed by a descriptive and implementation phases (design, implementation and analysis of nationally representative survey); and finally, analysis phase (associating competence mismatches to firm performance).

中文翻译：

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研究关键能力在公司绩效中的作用

工业4.0流程带来了公司所需的技能和能力的巨大变化。本文的目的是：确定和量化具有经济和商业背景的工人所需的关键能力；评估当前就业劳动力中这些能力的发展水平；调查所需能力与当前能力之间的匹配程度；本研究基于通过问卷调查收集的主要数据以及公司财务和结构特征的辅助数据进行。关键能力通过因素分析进行​​估算，然后用作协变量，使用标准回归模型解释静态和动态生产功能规格中企业绩效的差异，Heckman选择模型和Arellano-Bond估计。收集，解决冲突和陈述；在解释公司绩效的变化时，动机和组织都负相关，动机和组织的影响最显着。本文通过将劳动力市场的两方面（雇主和雇员）都包括在内来研究能力错配。本文提供：一种用于理解和调查现有能力不匹配的理论结构；一种由行业驱动的逐步方法，以获取关键的必要能力，包括初始探索阶段（文献综述，探索性访谈和试点研究相结合），然后是描述性阶段和实施阶段（设计，全国代表性调查的实施和分析）；最后是分析阶段（将能力错配与公司绩效联系起来）。