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Abstract
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The purpose of this paper is to develop a maintenance 4.0 competency model applicable to all industrial sectors by adapting it to the specificities of each sector. Design/methodology/approach – The research was conducted based on literature review and interviews in order to validate and prioritize the required competencies for maintenance 4.0 employees identified in the literature. Findings – The maintenance 4.0 competency model combines all required competencies in maintenance 4.0 and crosses the three hierarchical levels: manager, engineer and technician. These competencies are organized in terms of four categories: technical, personal, social and methodological. In addition, a degree of importance for each competency is assigned as very important, moderately important and slightly important. As a result, we identified the essential competencies for maintenance 4.0 stakeholders where 12 competencies are considered very important for maintenance 4.0 technicians, 19 for engineers and 18 for managers. Practical implications – This work has practical implications for both individuals and institutions (companies and academies) to cope with new competency requirements in maintenance 4.0. Organizations can use the model in the recruitment process and for the identification of training needs. The results of the research will also contribute to identifying the scope of competencies of the maintenance 4.0 actors (engineer, manager and technician), which, in practice, contributes to the creation of requirements for the candidates applying for a job in the maintenance department. Additionally, educational institutions should make the necessary changes to their curricula to better prepare students for the required maintenance 4.0 competencies. Social implications – The social implications of the article result from the contribution to the development of maintenance competencies. Individuals can use this model for their own personal development. Furthermore, companies can use this model to define job profiles for vacancies in M4.0. Therefore, using the model for training program implementation has a positive effect on employee job satisfaction and employees ’morale. Originality/Value – For the first time in scientific research, a new maintenance 4.0 competency model is proposed. It is a complete and integrative model since it presents the most relevant competencies for the three hierarchical levels. Moreover, this work combines the results of the literature review and the experts' return. This model is useful in the recruitment of new maintenance employees, the evaluation of their performance, and the identification of training needs to cope with new changes in maintenance competencies.
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