O33 - Technological Change: Choices and Consequences; Diffusion ProcessesReturn

This article aims to explain the features of the cloud computing platform and the possible deployment modes of these services. It further explains the concept of big data. Because these phenomena could have a positive benefit in the case of implementation for small and medium-sized Czech companies (SMEs), we devote ourselves to the description and use of existing methodologies that explain the penetration of new technologies towards their users. To form a broader view of the current situation, we, in this paper, provide an overview of the current use of individual services provided through the cloud computing platform by small and medium-sized enterprises. From this overview, it is evident that small and medium-sized enterprises use more and more applications based on cloud computing. Our overview also showed that the field of big data processing is not relevant for SMEs. They do not use cloud solutions aimed at processing big data. This area may be relevant in the future in the future by purchasing Internet of Things services. Among the implemented cloud computing services, services that implementation is not too demanding stand out. It is not yet clear what leads SEMs businesses to this behavior. In our research, we propose to find out, with the help of semi-structured interviews, how the decision-making process takes place in SMEs. We propose a series of questions for these interviews with individual investigated factors. When designing them, we are based on the preliminary research and existing research articles dealing with this topic.

This work focuses on the professional development of the key competencies of four professionals working in the key work positions in the conditions of Indsutry 4.0. To fulfill the first and second goal of the thesis, the specification of the term Industry 4.0 and its definition in the field of human resources development in organizations in the Czech Republic and defining the concept of competencies for Industry 4.0 and determining competencies for expertsin the key work positions from the perspective of Industry 4.0 is part of the theoretical overview of the work. As part of the qualitative research, this professional development is captured in the form of the case studies. To achieve maximum success during the fifteen-month research, the author uses coaching methods according to international coaching approaches, leadership and mentoring. From the qualitative research in the form of coaching interviews, the work showsthe professional development of experts by an average of two levels for each competency separately on the ten-point scale, which is based on the primary questionnaire survey based on self-evaluation of experts. The coaching method has been confirmed in the case studies as the most effective method of developing competencies for Industry 4.0 compared to leadership and mentoring. The lifelong learning competency is the fundamental competency for successfulcoaching and for fulfilling the professional development of experts for Industry 4.0. The use of 360degree feedback with graphical interpretation in the form of competency models confirms the results achieved by the author in the case studies. The methods for the proposal, implementation and control of human resources development in the key job positions in the conditions of Industry 4.0 were successfully captured and the goals were fulfilled.