Purpose

The present study aimed to evaluate how Brazilian companies from different sectors are developing human resources practices in the context of Industry 4.0 and which of these practices allows better differentiate of companies.

Design/methodology/approach

After a systematic literature review to identify the most important human resources practices in the context of Industry 4.0, a survey with professionals from human resources area of companies operating in Brazil was carried out. Data analysis was performed through frequency evaluation and CRITIC method (Criteria Importance Through Intercriteria Correlation). CRITIC method was used to identify the practices that best differentiate the studied companies.

Findings

The analysed companies are in different evolutionary stages regarding how human resources management practices are adapting to the Industry 4.0 context. Few companies have presented reliable results to better support the transition process. Practices related to evaluating employee performance in this context, estimating the needs of financial resources and time for the training required by Industry 4.0 and establishing systems to recognise talents among employees who already work for the company are the practices that best differentiate companies.

Originality/value

There are few studies on this topic for Brazilian context. The information presented in this article can be useful for professionals and researchers.

中文翻译：

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人力资源和工业 4.0：巴西商业环境中的探索性研究

目的

本研究旨在评估来自不同行业的巴西公司如何在工业 4.0 的背景下开发人力资源实践，以及这些实践中哪些可以更好地区分公司。

设计/方法/方法

在对工业 4.0 背景下最重要的人力资源实践进行系统性文献审查后，对在巴西运营的公司人力资源领域的专业人士进行了调查。数据分析通过频率评估和 CRITIC 方法（Criteria Importance Through Intercriteria Correlation）进行。使用 CRITIC 方法来确定最能区分所研究公司的做法。

发现

所分析的公司在人力资源管理实践如何适应工业 4.0 背景方面处于不同的演进阶段。很少有公司提供可靠的结果来更好地支持过渡过程。在此背景下评估员工绩效、估算工业 4.0 所需培训所需的财务资源和时间以及建立系统以在已经为公司工作的员工中识别人才的做法是最能区分公司的做法。

原创性/价值

在巴西的背景下，关于这个主题的研究很少。本文中提供的信息对专业人士和研究人员很有用。