Abstract:

Effective human capital management of modern organizations, including enterprises, is increasingly becoming a subject of discussion for management theorists, and practitioners. It is considered also as an important factor for competing in a highly turbulent environment. This approach to human capital management also falls under the concept of Industry 4.0 (Olender-Skorek, 2017, pp. 38-48)., as well as the increasing share of the so-called generation Y and generation Z in the structures of employment of modern enterprises and progressing globalisation, which change the current approach to work. Industry 4.0 is often referred to as the “new technological generation” in the sphere of production, which is based on production systems that integrate data processing with matter processing. The processes of so-called digitisation of matter are controlled by Cyber-Physical Systems CPS, functioning in the Internet operating at various levels of management in enterprises 4.0. These challenges are related to the need to possess and develop new professional competencies different from the previous ones, as well as to acquire and retain the right employees in organisations, able to meet the contemporary challenges. The influence of the generation X and the generation Z on organizational processes provides a picture of key values ​​systems different from the existing ones, a different approach to commitment, loyalty and to a career model in contemporary eneterprises. At the same time, we obtain a complex, complicated and difficult for decision-makers perspective of strategic and operational human capital management in modern enterprises; management focused on building their competitive advantage. The purpose of the paper is to identify the challenges related to human capital management of modern enterprises, and short analysis of tchem conducted from the perspective of the decision makers and new perspective for researchers.