The development of the Industry 4.0 concept offers completely new technologies’ enablers using high level of automation and digitalization. There is a huge challenge for enterprises not only due to the application of modern technologies (such as Internet of Things, Big Data Analytics, Cloud Computing, etc.) related to the creation of Cyber-Physical Systems but also for a human resources development. Scientists and practitioners pay a lot of attention to technological changes in enterprises, but relatively little research is conducted on the issue of human resources development. The problem becomes more interesting in light of the Industry 4.0 era which resulted in changes in the employment structure, requirements for future industrial employees and managerial staff and also to the approach to the education process. The changing demand for skills is a quite well-researched topic in economics and management, but the changing skill demand for the Industry 4.0 is just the newest case of a quite old debate. The case of Industry 4.0 seems to be a particular case for the general change in skill demand due to digitalization. The main aim of the paper is to indicate the key areas of required knowledge and skills of employees essential to implement the Industry 4.0 concept. They are identified on the basis of a critical literature analysis and the conducted survey of selected industrial enterprises. The results of this research are particularly important for adapting the employee training system and the education process for students.

The operation of companies in the current environment, introducing the concept of Industry 4.0 and the establishment and expansion of inter-company networks, as well as open and knowledge-based systems in organizations, is a precondition for success in the efficient acquisition, processing, storage, and sharing of key information. The instruments created for this purpose came to the market gradually during the Third Industrial Revolution; however, with the outbreak of the Fourth Industrial Revolution, their development underwent a leap, whereas this stage is associated with the introduction and use of big data in human resources management. The aim of this paper is to analyze the current state of organizations operating with a focus on Slovakia, as well as the importance and knowledge value of the organizations, their way of internal sharing, and the level of knowledge database use for this purpose in the context of the region in which the organizations operate. On one hand, the results show a lack of businesses orientation with regard to this issue, especially in comparison with neighboring countries; however, on the other hand, they also show relatively significant progress in this area, which may increase competitiveness internationally in the near future.

The fourth industrial (r)evolution called Industry 4.0 transfers production to a different dimension of productivity, flexibility and also mobility. Enterprises using advanced technologies such as Mobile Technologies, Big Data Analytics, Cloud Computing, Internet of Things, etc. and using intelligent resources (e.g. mobile devices, mechatronic machines, means of transport) communicating with each other via the Internet in real time can produce customized products quickly and at low cost. On the one hand the Industry 4.0 concept creates great benefits for the client, and on the other hand raises challenges for industrial enterprises. There is a need to improve existing and create new business models that will combine the potential of many enterprises and together create innovative, very modern production networks based on mobile technologies and the Internet of Things. The article presents the results of research about the creation of innovative production networks operating in the environment of advanced technologies within the Industry 4.0. The aim of the research is to develop the concept of creating temporary Cyber Industry Networks based on e-business platforms that integrate dispersed enterprise resources through mobile devices and mobile software, creating a temporary network in the situation of emerging business opportunities. The main benefit of such networks is the ability to manufacture products through geographically dispersed corporate resources. The Cyber Industry Network allows business processes through the integration of mobile technologies in real time to be managed, and enables to reduce costs, improve flexibility, and as a result increase the competitiveness of manufacturing enterprises.

Organizational performance is considered as the essence of an industrial enterprises’ existence. However, in terms of performance, it is important not only to achieve results, but also maintain and develop the potential of an enterprise. When assessing performance, industrial management often omits the organizational success in managing human resources and developing human resources potential. The main aim of this paper is to present the research results focused on perceived organizational performance in recruiting and retaining employees with respect to different generations of employees in industrial enterprises. For the purposes of the analysis, the authors of the paper have designed a valid and reliable collection tool (research questionnaire). The research sample consisted of N = 1471 respondents, employees of industrial enterprises in the Slovak Republic. The research result shows that different generations of employees perceive differently selected issues of organizational performance. Testing the first research hypothesis has proved that there is a significant difference between employees from different generational groups in the perception of relationships among employees. The testing of the second research hypothesis confirmed that there is a statistically significant relationship between selected issues of perceived organizational performance.