When we look at the historical process, 3 major industrial revolutions took place in the development of the modern industry. In the 1st Industrial Revolution, which started with the mechanization of weaving looms in England in the middle of the 18th century, production was rapidly mechanized and moved to factories as a result of increasing mobility by using coal and steam instead of wood. In the early 20th century, the world entered a second industrial revolution with the introduction of steel and the use of electricity in factories. The introduction of electricity helped manufacturers to increase productivity and make factory machines more mobile. Later on, the 3rd Industrial Revolution (Industry 3.0), which includes the process from the 1970s to the present, and where the production systems are no longer analog and that digital systems enter our lives, have been realized. Today, we are experiencing a fourth industrial revolution known as Industry 4.0. Industry 4.0 attaches importance to a completely new level of digital technology, through interconnection via the Internet of Things (IoT), access to real-time data and the introduction of cyber-physical systems. Industry 4.0 introduced a more comprehensive, interconnected and holistic approach to production.

The new Industrial Revolution refers to the digital transformation of production systems through developments in information and communication technologies. The digitalization of each stage of the production chain, the development of sağlan Intelligent Production Systems ‘by providing the interaction of machine-human-infrastructure has created a paradigm shift in the industry. The industry using steam-powered mechanical systems has evolved into a system of cyber-physical systems in about 300 years.

Industry 4.0 where technological developments and artificial intelligence are important in production and life. For the success, continuity and future of all institutions and organizations, human capital is of critical importance. For this success, continuity performance and human capital should be invested in education, experience and knowledge as much as technological developments. The human capital theory states that knowledge brings more cognitive skills to individuals, thus affecting their productivity and productivity potentials to improve their effectiveness.

With the change of Industry 4.0 revolution, we changed the machines we first met from view to hardware. The large structures of the machines and tools we have seen have become smaller and the complex technologies have become simpler and more user-friendly and the after-sales solutions have become cheaper. In the 1990s, the personnel management approach that we were used to was recruited and the only salary and employee rights were transformed into talent management with this change thanks to human resources science. Institutions that acquire the right talents in the future and develop them with rational human resources policies, continuously improve their performance by designing their careers together with talents based on love-based corporate culture will design the future correctly. Although Industry 4.0 seems to be a technological development, the main pillar of this revolution is the management of human capital and human capital talents as the inventors of this transformation.

In the process of Industry 4.0, an employee must have a creative ability to be successful. New products, new technologies, new working methods have to have the ability of creativity in successful change processes. These processes will be preceded by robotic technologies, software, algorithms and artificial intelligence. However, they are not as creative as humans. This change will vary between sectors. However, the basic human resource will now need new talents as well as its own core business intelligence as well as its technological literacy cognitive ability. The new age needs to be fast, flexible, creative and problem-solving in the use of technology and proactive courage. Even though it is not as much a computer engineer as a computer engineer in this labor force, there is a need to develop software ability. The determination of the candidate qualification for the selection of the right human resource that the business needs, competent and sufficient candidate employment according to the determination analyzes, development and effective use of its competence and capabilities will provide a competitive advantage to the enterprises.

“Industry 4.0 will not end the necessity of humanity. Human nature is an element that must strive for its purposes and actively engaged in its production. Industry 4.0 people will reap different roles in production. Instead of working hard for the employees, forcing the boundaries of the body power or refraining from sitting in the fences and refuting the elbows under heavy conditions, the work in the framework of self-organized processes and developing production strategies will be the main work items. Employees who monitor and control production processes are still.”