A Qualitative Study on Talent Management in Enterprises within the Industry 4.0 Process

Main Article Content

Safa Acar
Dr. Ahmet SARNIÇ


Purpose - This study aims to examine the effects of Industry 4.0 on talent management. It is observed that resources are allocated and training programs are organised for the transformation of the workforce in the Industry 4.0 process.
Design/Methodology - Qualitative research approach was adopted in the study. Using purposive sampling method, 4 different industrial enterprises were analysed. Data collection process was carried out through face-to-face and online interviews.
Findings - Organizations prioritize continuous training and fringe benefits in talent management, while employee involvement in social responsibility projects and teamwork enhances internal communication. In the Industry 4.0 era, maintaining organizational balance and providing diverse opportunities to talented employees are crucial.
Practical Implications - The study suggests that implementing 28 different practices such as brand equity, collaboration, work-life balance and career opportunities to retain talent can increase awareness of the impact of Industry 4.0 on HR management. Establishing sector-based standards and models can help researchers in Turkey to implement Industry 4.0 and talent management practices.


Download data is not yet available.

Article Details

Acar, S., & SARNIÇ, A. (2024). A Qualitative Study on Talent Management in Enterprises within the Industry 4.0 Process. SEISENSE Journal of Management, 7(1), 101-116. https://doi.org/10.33215/t02k1p32
Research Articles

Copyright (c) 2024 Safa Acar, Dr. Ahmet SARNIÇ

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

The data that support the findings of this study are available from the corresponding author, [SA], upon reasonable request.

Aksu, S., & Dalkılıç, O. (2019). Dijital Çağın Yetkinlikleri: Çalışanlar, İnsan Kaynakları Uzmanları ve Yöneticiler Çerçevesinden Bakış. Journal of Business In The Digital Age, 2(2), 54-68.

Al Amiri, N., & Abu Shawali, A. (2021). Talent management strategies of a public UAE hospital in the Industry 4.0 era: A qualitative analysis. Problems and Perspectives in Management, 19(2), 14-27. DOI: https://doi.org/10.21511/ppm.19(2).2021.02

Anshari, M., Almunawar, M. N., & Razzaq, A. (2021). Developing talents vis-à-vis fourth industrial revolution. International Journal of Asian Business and Information Management (IJABIM), 12(4), 20-32. DOI: https://doi.org/10.4018/IJABIM.20211001.oa2

Avcı, K., Şahin, İ., & Terzioğlu, F. (2020). İşgücü Planlaması: İşgücü Yönetiminde Esneklik. Verimlilik Dergisi (1), 219-230.

Bughin, J., Hazan, E., Lund, S., Dahlström, P., Wiesinger, A., & Subramaniam, A. (2018). Skill shift: Automation and the future of the workforce. McKinsey Global Institute. 3-84.

Conte, F., & Siano, A. (2023). Data-driven human resource and data-driven talent management in internal and recruitment communication strategies: an empirical survey on Italian firms and insights for European context. Corporate Communications: An International Journal, 28(4), 618-637. DOI: https://doi.org/10.1108/CCIJ-02-2022-0012

Gilch, P. M., & Sieweke, J. (2021). Recruiting digital talent: The strategic role of recruitment in organisations’ digital transformation. German Journal of Human Resource Management, 35(1), 53-82. DOI: https://doi.org/10.1177/2397002220952734

Hecklau, F., Galeitzke, M., Flachs, S., & Kohl, H. (2016). Holistic approach for human resource management in Industry 4.0. Procedia Cirp, 54, 1-6. DOI: https://doi.org/10.1016/j.procir.2016.05.102

Khaira, N., Triyonggo, Y., & Sukmawati, A. (2023). Examining the Mediating Role of Digital Culture on Digital Talent in the Telecommunication Sector. Jurnal Aplikasi Manajemen, 21(2), 439-454. DOI: https://doi.org/10.21776/ub.jam.2023.021.02.13

Lin, L. H., & Wang, K. J. (2022). Talent Retention of New Generations for Sustainable Employment Relationships in Work 4.0 Era—Assessment by Fuzzy Delphi Method. Sustainability, 14(18), 1-18. DOI: https://doi.org/10.3390/su141811535

Macpherson, W. E., Werner, A., & Mey, M. R. (2023). Talent approaches for the South African automotive industry. SA Journal of Human Resource Management, 21, 1-10. DOI: https://doi.org/10.4102/sajhrm.v21i0.2224

Macpherson, W., Werner, A., & Mey, M. R. (2022). Industry 4.0: Emerging job categories and associated competencies in the automotive industry in South Africa. SA Journal of Human Resource Management, 20, 1-10. DOI: https://doi.org/10.4102/sajhrm.v20i0.1916

Montero Guerra, J. M., & Danvila-Del Valle, I. (2024). Exploring organizational change in the age of digital transformation and its impact on talent management: trends and challenges. Journal of Organizational Change Management. DOI: https://doi.org/10.1108/JOCM-10-2023-0419

Patton, M. (2015). In Science and Maths Education, The Portfolio Implementations Of Prospective Preschool Teachers. American Journal of Educational Research, 3(10), 1243-1252.

Saadatmand, M. R., Safaie, N., & Dastjerdi, M. (2022). Presenting a structural model of digitalised talent management in a new age: A case study on the mobile telecommunication industry in Iran. SA Journal of Human Resource Management, 20, 1-10. DOI: https://doi.org/10.4102/sajhrm.v20i0.1894

Sabuhari, R., Sudiro, A., Irawanto, D., & Rahayu, M. (2020). The effects of human resource flexibility, employee competency, organizational culture adaptation and job satisfaction on employee performance. Management Science Letters, 10(8), 1775-1786. DOI: https://doi.org/10.5267/j.msl.2020.1.001

Samarasinghe, K. R., & Medis, A. (2020). Artificial intelligence based strategic human resource management (AISHRM) for industry 4.0. Global journal of management and business research, 20(2), 7-13. DOI: https://doi.org/10.34257/GJMBRGVOl20IS2PG7

Santoso, W., Sitorus, P. M., Batunanggar, S., Krisanti, F. T., & Alamsyah, A. (2021). Talent mapping: a strategic approach toward digitalization initiatives in the banking and financial technology (FinTech) industry in Indonesia. Journal of Science and Technology Policy Management, 12(3), 399-420. DOI: https://doi.org/10.1108/JSTPM-04-2020-0075

Sivarethinamohan, R., Kavitha, D., Koshy, E. R., & Toms, B. (2021). Reimagining future of future by redesigning talent strategy in the age of distraction and disruption. International Journal of Systematic Innovation, 6(4), 33-45.

Stander, F. W., Rothmann, S., Popov, V., & Sun, L. (2022). A framework for digital talent assessment: Guidelines and applications. Journal of Psychology in Africa, 32(5), 520-525. DOI: https://doi.org/10.1080/14330237.2022.2075543

Şenol, S., Sarıoğlu, K., Başkaya, S., & Acar, A. (2020). Borsa İstanbul’da faaliyet gösteren işletmelerin insan kaynakları uygulamalarının endüstri 4.0 bağlamında yıllar itibari ile değişiminin içerik analizi yöntemi ile incelenmesi. Çalışma İlişkileri Dergisi, 11(2), 77-104.

Whysall, Z., Owtram, M., & Brittain, S. (2019). The new talent management challenges of Industry 4.0. Journal of Management Development, 38(2), 118-129. DOI: https://doi.org/10.1108/JMD-06-2018-0181

Wiblen, S., & Marler, J. H. (2021). Digitalised talent management and automated talent decisions: the implications for HR professionals. The InTernaTIonal Journal of human resource management, 32(12), 2592-2621. DOI: https://doi.org/10.1080/09585192.2021.1886149