International Scientific Journals
of Scientific Technical Union of Mechanical Engineering "Industry 4.0"

For the last ten years, Industry 4.0 has been available to address the industry’s shortcomings. Therefore, Industry 4.0 has met some challenges and limitations. Consequently, we have entered the era of Society 5.0 and Industry 5.0. Smart factories and robots are driving up business productivity and growth, focusing on sustainability and resilience. This paper analyzes Industry 5.0 and its implementation challenges based on the competence profile of employees. The content and effects of entering Industry 5.0 to align with the competency profile of employees in the Era 5.0 were systematized. Industry 5.0 is transforming paradigms and bringing about resolution, as it shifts the focus away from technology and instead emphasizes the potential for progress through fruitful collaboration between humans and machines. In a business context, the advancements in technology necessitate the implementation of Industry 5.0 to secure competitive advantages and foster economic growth and development. Firstly, we discuss the definition and features of Industry 5.0 from the competency point of view. Secondly, we present two of the most recent and significant competencies—the entrepreneurial and green competencies. The question of their significance and necessity in the context of Industry 5.0 for industrial development on one hand, and for career development on the other hand, is discussed. On this basis, some conclusions and recommendations aimed at business and academia are made. It can also serve as a basis for further research in the field of skill development and workforce transformation in the face of the deep transformation framed by the green and digital economy.

Innovative enterprises have a key role in the recognition and the sustainable development of the knowledge-based economy. The different innovative enterprises have different contribution and value for the economy and the social development. The R&D personnel and its acquired and developed competencies are basic characteristics of the innovative firms. On the base of the R&D personnel’s competencies a company competency profile is designed. This model may improve the innovation activity and the organizational performance of the enterprise. It can be used for making differentiation between innovative enterprises and on is base to be delivered conclusions on their competency competiveness. The competency profile can be useful for choosing what kind of innovations to be produced and in what innovate projects the company may participate. These innovative projects need concrete and specific competency tools. The competency profile works within a framework for improvement of the whole competency management of the innovative enterprise and introducing the best performance management practices for the R&D personnel.