Industry 4.0 and employee upskilling: how a developing country can bridge the digital skills gap

Abstract

The research examines digital upskilling challenges faced by IT sector human resource operations at Samsung Research and Development Institute Bangladesh Ltd. (SRBD) through an internship perspective. The study examines systematic human resource practices at SRBD, focusing on the People Part department alongside an assessment of workforce capabilities for Bangladesh's readiness in Industry 4.0. The human resources processes at SRBD include screening job applications and managing candidate testing and training programs for both job seekers and current staff. A systematic approach enables the completion of these activities to create an open and efficient recruitment and selection process. The direct management experience allowed me to comprehend how SRBD implements talent acquisition and employee development processes according to global standards through proper documentation. A research project uses primary data gathered from 20 individuals together with secondary literature to reveal the substantial difference between modern IT expertise in Bangladesh and Industry 4.0 requirements. The Digital Bangladesh, LICT, and SEIP programs successfully introduce progress, while existing problems with outdated curricula, high training expenses, restricted hands-on learning, and city-specific distribution of programs prevent widespread skill development. The report emphasizes improvements needed at SRBD alongside other HR development organizations, which include better practical education and digital system automation and stronger partnerships with academic institutions. Future-proof training strategies that are inclusive in nature represent the path forward for Bangladesh's IT industry if it wants to stay competitive in modern digital times.