We were pleased to have been invited to the workshop on MSCA Individual Fellowships of the Society and Enterprise Panel on 4 and 5 July, which was held in Brussels at the premises of the Research Executive Agency (REA). Launched in 2016, the MSCA Individual Fellowship Panel on Society and Enterprise has been in existence for three years. REA wanted to take stock of these first experiences/lessons learned, share best practices and propose recommendations for the future by organising a meeting with the MSCA fellows who are leading an MSCA project in the “Society and Enterprise” panel. MSCA supervisors willing to share their particular experience were also welcome. This was also an opportunity to present a poster on the progress of our research.

Jardin Botanique de Bruxelles“, by charles lecompte, licensed under CC-BY-SA-3.0.

Déprez, G., Odoardi, C., Battisstelli, A., & Cangialosi, N. (2019). Organizational behaviour with new technologies (ORBETEC): a summary of issues for industry 4.0. Poster communication at MSCA Society & Enterprise Individual Fellowships – a workshop for and with fellows, Juillet 4–5, Bruxelles, Belgique.

Abstract: It is essential to recognize that the fourth industrial revolution is no longer merely a process of change, like the previous industrial revolutions (Brynjolfsson & Mcafee, 2015). In Industry 4.0 “infrastructure is not just helping people to do things better and faster than in previous eras, but it is enabling new ways of control, coordination, and collaboration on activities more readily, at lower cost, governed by the law of diminishing costs.” (Cascio & Montealegre, 2016, p. 351).Therefore, it is crucial to generate HRM based on research developments, able to address this new reality and manage it in an effective way (Liao, Deschamps, Loures, & Ramos, 2017 ; Shamim, Cang, Yu, & Li, 2016 ).
Indeed rapid technological developments offer a new, smart, digital context for HRM practices with the best quality HRM data and enabling a strong HRM ownership by all stakeholders. Tensions could emerge between HRM professionals and organizational members who are not directly assigned HRM tasks but are subject to them. Thus, it is required to understand what employee competences are needed to generate and maintain success (Bondarouk & Brewster, 2016).
Finally, we propose that research should focus on HRM models for industry 4.0 oriented to the promotion and development of innovation.