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Abstract

Industry 5.0 marks a significant transition in the industrial sector, integrating human centricity with technological advancements. It redefines work dynamics, emphasizing social sustainability and sustainable development in shaping career paths. The necessity for equitable workforce training, prioritizing worker well-being alongside technological adaptation, is pivotal. The rapid pace of technological advancement relates to significant investment in talent development, emphasizing the workforce's upskilling and reskilling and the importance of continuous learning to meet these new challenges. It advocates for inclusive and comprehensive training programs that cater to diverse workforce needs. Addressing challenges while leveraging opportunities for social and environmental sustainability is critical for Industry 5.0's success. This transition aims to create a sustainable, inclusive industrial future where technological advancements are harmonized with human values and environmental considerations. This approach sets a new standard for industrial operations and career development, positioning Industry 5.0 as a landmark for modern, responsible, and sustainable industrial practices.

Keywords

Industry 5.0 human centricity upskilling and reskilling social sustainability sustainable career development

Introduction

Industry 5.0 represents a pivotal shift from its predecessor, Industry 4.0, by integrating a broader purpose encompassing social and environmental considerations, prioritizing worker well-being, and aiming for a sustainable and resilient industry (Breque et al., 2021). This new industrial revolution emerged in response to the increasing automation and removal of human workers from manufacturing processes, which was a hallmark of Industry 4.0. Industry 5.0 seeks to address these shortcomings by advocating for the reintroduction of human workers for instance alongside robots and collaborative robots (cobots; Faccio et al., 2023; Huang et al., 2022; Pluchino et al., 2023; Rossato et al., 2021a, 2021b), thus combining the strengths of humans and machines (Nahavandi, 2019). Industry 5.0 focuses on merging the creativity and expertise of human experts with efficient and intelligent machines. It promotes collaboration and coexistence between humans and machines rather than replacing humans with automation (Maddikunta et al., 2022).

The three pillars of Industry 5.0 are: human centricity, sustainability, and resilience (Alves et al., 2023; Huang et al., 2022; Leng et al., 2022; Xu et al., 2021). These three pillars guide the transition toward Industry 5.0, complementing the focus on technology-driven progress in Industry 4.0 with a broader perspective that centers on societal goals and the well-being of workers and from this perspective, it “complements and extends the hallmark features of Industry 4.0” (p. 534, Xu et al., 2021).

Industry 4.0 primarily emphasized digitalization, automation, and AI-driven technologies to increase efficiency in manufacturing processes. In contrast, Industry 5.0 focuses on a human-centric approach, enhancing human capabilities and creating symbiotic relationships between humans and machines (Breque et al., 2021; Gamberini et al., 2015; Grabowska et al., 2022; Licklider, 1960). This approach aims to create a work environment where technology is harnessed for industrial development while considering the social and ethical implications (Grabowska et al., 2022). Industry 5.0 promotes the creation of more skilled jobs compared to Industry 4.0. It leverages the strengths of both humans and machines, with humans focusing on tasks that require critical thinking and creativity (Maddikunta et al., 2022).

A significant aspect of Industry 5.0 is its emphasis on mass personalization of products, creating smart factories, and utilizing the workforce in synergy with the environment. Similarly, Saniuk and Grabowska (2023) described the concept of smart organization. This approach goes beyond the technological foundations of Industry 4.0, promoting actions for social transformation and human resources (Mahiri et al., 2023). Furthermore, Industry 5.0 restores a human-centric approach to business and aims to create more jobs, enhance productivity, and address the changing needs and values of the workforce (Breque et al., 2021).

The principles of social sustainability, such as investing in human needs, justice, and respect for human rights, are aligned with the objectives of Industry 5.0. This technological revolution aims to bring back the value of human beings by empowering the workforce through equitable and inclusive training and development programs (Breque et al., 2021; Peiró et al., 2023). It also recognizes the importance of democratic and political discussions in addressing uncertainties and disputes that arise in the face of scientific advancements and technological innovation (Banholzer, 2022).

Upskilling and reskilling of the workforce are crucial for the success of Industry 5.0. Technical skills are needed to maximize their investments in smart factories. Industry leaders often need more AI talent for the AI-driven industrial revolution (Mourtzis et al., 2022).

The enablers of Industry 5.0 include infrastructure, communication, and automation technology, which are instrumental in improving working-life quality, increasing efficiency, and driving innovation (Ivanov, 2023). Among the Industry 5.0 technologies, there are: digital twins and digital simulation (Nenna et al, 2023a, 2023b; Xu et al., 2021), that is, digital replicas of physical objects or systems, allowing real-time monitoring, analysis, and optimization of industrial processes; cobots (Faccio et al., 2023; Huang et al., 2022; Pluchino et al., 2023; Rossato et al., 2021a, 2021b), robots designed to work alongside humans, enhancing productivity and safety in manufacturing environments; Internet of Things (IoT) and Internet of Everything (IoE), that is, connects devices, objects, and people to enable intelligent communication, data exchange, and automation; artificial intelligence (AI; Xu et al., 2021) which empowers machines to perform cognitive tasks, decision-making, and learning, enhancing productivity and efficiency; and big data analytics, that permit the analysis of large volumes of data to extract valuable insights, optimize operations, and enable data-driven decision-making (Maddikunta et al., 2022; Xu et al., 2021). Xu et al. (2021) also reported two other categories of technologies: individualized human–machine interaction technologies that aim to interconnect and combine the strengths of humans and machines, enabling seamless collaboration and interaction; bio-inspired technologies and smart tools, which involve the use of materials with embedded sensors and enhanced features that are recyclable, promoting sustainability and innovation.

Industry 5.0 addresses the challenges of a functionally and fragmentally differentiated society by promoting a holistic and integrated approach to industrial transformation. It emphasizes the need for interdisciplinary collaboration and the integration of different sectors, such as economics, politics, law, and science, aiming to bridge the gaps between these fragmented spheres (Banholzer, 2022).

In summary, Industry 5.0 represents a transformative shift in manufacturing processes, focusing on human centricity, sustainability, and resilience (Huang et al., 2022; Leng et al., 2022; Xu et al., 2021). It aims to counter the challenges posed by automation, job displacement, and the neglect of sustainability in manufacturing. By reintegrating human workers and prioritizing environmental sustainability and ethical behavior in autonomous systems, Industry 5.0 seeks to balance economic growth, human well-being, and the preservation of the environment (Nahavandi, 2019).

Industry 5.0: The New Industrial Revolution challenges and opportunities

The emergence of Industry 5.0 marks a transformative era in the industrial landscape, signifying a paradigm shift from the digital and automated focus of Industry 4.0 to a more integrated, human-centric approach. This novel industrial epoch is characterized by the harmonious integration of the above-mentioned cutting-edge technologies, such as AI (Xu et al., 2021), the IoT, and robotics, emphasizing human creativity and ethical practices in manufacturing. Industry 5.0 confronts a spectrum of challenges, encompassing the imperative of workforce upskilling and the pursuit of socio-environmental sustainability. Concurrently, it offers unprecedented opportunities, such as enhanced customization, improved human–machine collaboration (Xu et al., 2021), and increased resilience in production. This section critically examines the diverse challenges and prospects inherent in Industry 5.0, aiming to illuminate its potential to redefine the future of work, industry, and societal development.

The following challenges are related to the deployment of Industry 5.0:

Implementing adaptable and flexible technologies to promote systems agility and resiliency (Huang et al., 2022).

Industry 5.0 faces challenges in achieving social sustainability. A failure to address them could hinder sustainable development. Personalized technology is essential to uphold human-centric values in different industrial fields (Leng et al., 2022).

The prevalence of automation and robotics necessitates considering ethical aspects and legal and regulatory norms (Sindhwani et al., 2022) in the operation of autonomous systems. Industry 5.0 emphasizes establishing guidelines and standards for the behavior of these systems, focusing on ethical principles, transparency, and accountability (Nahavandi, 2019).

Ensuring ethical use of technology and considering the impact on human values and needs requires careful decision-making and responsible technological advancements (Akundi et al., 2022). Acceptance, trust, and perceived social impact of technologies are critical for the proper introduction of advanced tools of Industry 5.0 (Adel, 2022), such as the cobots (Faccio et al., 2023; Pluchino et al., 2023; Rossato et al., 2021a, 2021b).

Concerns about unemployment and the loss of essential skills (Adel, 2022; Sindhwani et al., 2022) are significant challenges. Job insecurity and stress could be related to the increased integration of machines and robots in the workplace (Majerník et al., 2022). Industry 5.0 aims to mitigate these by creating job opportunities in human–machine interaction and computational human factors analysis, harnessing human abilities such as adaptability, creativity, and problem-solving (Huang et al., 2022; Nahavandi, 2019).

The transition to Industry 5.0 requires reskilling and upskilling of the workforce, especially in managing the increasing technological demands. Gaining technical digital skills (e.g., technology usage, monitoring, control, programming, cybersecurity; Poláková et al., 2023) is challenging for human workers, particularly in tasks like programming industrial robots (Adel, 2022). Companies must invest in employee training to bridge the skills gap and adapt to innovations (Bigerna et al., 2023; Cillo et al., 2022; Ghobakhloo et al., 2023; Mourtzis et al., 2022).

Nevertheless, Industry 5.0 brings a set of opportunities not to be missed:

Industry 5.0 positively impacts human creativity and involvement by placing operators at the center of the manufacturing process, emphasizing the coexistence and collaboration between humans and machines (Huang et al., 2022). This leads to more agile production and mass personalization (Dautaj & Rossi, 2021).

Unlike Industry 4.0, Industry 5.0 takes a holistic approach, emphasizing sustainability and environmentally friendly manufacturing processes. It promotes innovative technologies that reduce waste, energy consumption, and pollution (Nahavandi, 2019).

Key technologies like IoT, AI (Xu et al., 2021), virtual and augmented reality (i.e., VR and AR; Nenna et al., 2023a, 2023b; Xu et al., 2021), robotics, and blockchain are instrumental in facilitating the transition to Industry 5.0. These enablers support advancements in various sectors, improving the quality of life and increasing industrial productivity and innovation (Dautaj & Rossi, 2021; Ivanov, 2023).

Industry 5.0 places the well-being and empowerment of workers (Bigerna et al., 2023; Huang et al., 2022), as well as the quality of working life at the center of the production process. It aims to deploy technology that adapts to the worker, enhancing working conditions and safety measures (Akundi et al., 2022) and making work more fulfilling (Breque et al., 2021).

Promoting diversity, empowerment, and talent development within the industry (Huang et al., 2022). The shift toward cobots (Pluchino et al., 2023; Rossato et al., 2021a, 2021b) can enable senior workers to continue working in manufacturing industries, leveraging their experience while being supported by these technologies. This can provide the opportunity for inclusive practices (Lagorio et al., 2023) for older adults to remain engaged in the workforce (Laskowska & Laskowski, 2022).

Industry 5.0 can create attractive employment opportunities for young people by optimizing human–machine–robot interactions and creating more sustainable technological workplaces (Majerník et al., 2022).

By prioritizing worker well-being, technological adaptation, and sustainability, Industry 5.0 aims to create a future-proof industry that benefits companies and workers. It provides a more prosperous and fulfilling work environment (Breque et al., 2021), which will offer operators decent work (i.e., Eighth Sustainability Goal; Blustein et al., 2016, 2019; Di Fabio & Blustein, 2016; Duffy et al., 2016, 2017; Kenny, Di Fabio, et al., 2023; Kenny, Schmidtberger, et al., 2023; Svicher et al., 2022) contributing to the achievement of one of the United Nations (UN) Sustainable Development Goals (SDGs; Di Fabio & Cooper, 2023; Kasinathan et al., 2022; UN, 2022), considering also the concepts of decent lives (Di Fabio et al., 2023) and healthy lives (Kenny & Di Fabio, 2023), and including human security (Hodgetts et al., 2023).

Addressing these challenges and leveraging the opportunities are essential for the successful implementation and transformative potential of Industry 5.0 (Dautaj & Rossi, 2021; Nahavandi, 2019).

Sustainable development and social sustainability in Industry 5.0

Industry 5.0 marks a significant change toward sustainable development and social sustainability, integrating human centricity, environmental responsibility, and resilience into industrial practices. This approach aims to create value-driven industries where profits are a byproduct, not the primary goal, ensuring sustainable, flexible, and agile development focusing on human and societal needs (Banholzer, 2022; Patil et al., 2022). Another recent paper reported the importance of creating a socially active future. It highlighted the need to preserve human values and contribute to the overall sustainability of civilization and the planet (Sindhwani et al., 2022).

Social sustainability in Industry 5.0 is promoted through employee technical assistance, upskilling, reskilling, service orientation, and personalization. These functions contribute to micro-socioeconomic sustainability by improving employee productivity, workplace safety, and satisfaction and ensuring dignity (Leon, 2023).

Social Sustainability can be linked to the concepts of the Psychology of Sustainability and Sustainable development in organizations (Di Fabio & Cooper, 2023), and this aligns with the UN's SDGs (Di Fabio & Rosen, 2020), particularly the goal of ensuring good health and well-being for all, which is increasingly relevant in modern industrial environments. The psychology of sustainability and well-being in the workplace (Di Fabio, 2017b) is crucial to workforce and organizational health (Johnson et al., 2018; Robertson & Cooper, 2010). This focus is particularly relevant in the transformative landscape of Industry 5.0, where the integration of advanced technologies and human-centric approaches is paramount. Resilience, one of the three pillars of Industry 5.0, as highlighted by Hesketh and Cooper (2019, 2023), is critical where rapid technological changes and disruptions are the norms. Building resilience helps employees navigate the challenges, opportunities, and uncertainties inherent in the fast-evolving industrial ecosystem of the Fifth Industrial Revolution. Within the framework of Industry 5.0, a healthy organizational model is pivotal (Di Fabio, 2017a). The focus must be on promoting workers' health, well-being, and safety and boosting organizational effectiveness and productivity. This aligns with Industry 5.0's emphasis on human centricity, suggesting a strong link between employee well-being and Healthy Organizations (Di Fabio, 2017a; Di Fabio et al., 2020; Peiró, 2008; Peiró & Tetrick, 2011).

In the context of Industry 5.0, the importance of upskilling and reskilling is highlighted due to the rapid advancements in technology. There is a relevant need to invest in talent and address the lack of technical skills, especially in areas like AI, which are crucial for the AI-driven industrial revolution (Mourtzis et al., 2022). To face the Fifth Industrial Revolution, a skilled workforce needs proper training and management to handle the technology in Industry 5.0 (Bigerna et al., 2023). Maddikunta et al. (2022) highlighted, for instance, the challenges related to inadequate trainers and financial constraints for training workers co-working with cobots.

The evolving landscape of Industry 5.0 necessitates the workforce to adapt to new technologies. The costs associated with technology acquisition, upskilling, and reskilling are considerable but essential for adapting to Industry 5.0 changes (Ghobakhloo et al., 2023).

For effective professional reskilling and upskilling in Industry 5.0, employees must develop curiosity, resilience, flexibility, agility, and systems thinking. These attributes are vital for adapting to changes brought about by automation and digitalization (Leon, 2023).

These types of skill enhancements contribute to social sustainability in Industry 5.0 by enhancing employee productivity, improving workplace safety and satisfaction, and ensuring dignity. This aligns with the human-centric objectives of Industry 5.0, which are driven by system integration, data sharing, and transparency (Leon, 2023).

Upskilling and reskilling are critical as they address the skills gap and prepare the workforce for the significant technological advancements characteristic of this industrial era. Employees can thrive in the rapidly evolving industrial landscape by focusing on continuous learning and adapting to new skill sets (Huang et al., 2022).

For the full implementation of Industry 5.0, there will be a requirement for a skilled workforce. A new set of skills and competencies for workers, including digital literacy, data analysis, and collaboration with machines and robots, will be required (Majerník et al., 2022). To allow these actions, there is a need for investments in training both the trainees and the prospective trainers. Public–private partnerships may be fostered to facilitate the necessary training. The text also mentions that regulatory reformation will be necessary to address the specific needs and regulations related to human–cobot collaboration (Maddikunta et al., 2022). The article highlighted the importance of organizational excellence, which a trained workforce can empower. It mentioned the potential challenges that companies may face in adapting to the new technology, such as a lack of understanding from management, inadequate infrastructure, and the need for a culture of openness and sustainable recruitment practices for skilled employees (Maddikunta et al., 2022).

Saniuk and Grabowska (2023) highlighted the critical areas of required knowledge and competencies for implementing Industry 5.0, for instance, familiarity with computer-aided systems; knowledge of digital technologies (Erro-Garcés & Aramendia-Muneta, 2023) and their application in the production environment, such as the IoT, Big Data Analytics, and Cloud Computing; proficiency in engineering tasks related to the implementation of Industry 5.0 technologies; ability to identify and solve complex problems that may arise in the digitized production environment; and capacity for analytical and critical thinking and problem-solving to make sense of the vast amount of data generated by the production processes (Poláková et al., 2023). The article also underlined some skills necessary for managers: the ability to think like an entrepreneur and drive innovative solutions in the context of Industry 5.0; the capacity for creative thinking to come up with innovative approaches to production and business management; motivation for continuous learning and adaptability to keep up with technological advancements; and willingness to explore new digital technologies and their integration into the production environment.

Another recent conference paper also mentioned the challenges companies face regarding inclusiveness, social sustainability, and an aging population. It suggested that workforce management, skills development, and strategies like job enlargement and job enrichment are crucial in maintaining high levels of workers’ satisfaction and motivation while adapting to changing work characteristics. Therefore, the article acknowledges the importance of sustainable development and its integration into workforce evolution and talent enhancement strategies in Industry 5.0 (Lagorio et al., 2023).

Industry 5.0 addresses social issues and aligns with the UN SDGs (UN, 2022) to solve social problems and achieve sustainable development (Mourtzis et al., 2022).

The human-centric approach in Industry 5.0 focuses on creating a work environment where technology is harnessed for industrial development while considering social and ethical implications (Grabowska et al., 2022). Industry 5.0 considers fundamental rights such as the right to work and earn a living, respect for independence, and human dignity. It emphasizes that technology should not violate these rights and calls for respecting workers’ roles and ensuring their inclusion in the production process (Saniuk & Grabowska, 2023).

Industry 5.0 faces challenges in achieving social sustainability, such as credible social supervision and pressure on social ecosystems. Addressing these challenges is crucial for achieving value-driven sustainable development (Leng et al., 2022).

The redesign of manufacturing systems in Industry 5.0 proposes focusing on human-centric connected systems, requiring multidisciplinary expertise and a symbiosis of technology, society, and ecology. Aligning economic and social goals is essential (Leng et al., 2022).

Industry 5.0 seeks to balance technological advancements with the well-being and empowerment (Huang et al., 2022) of individuals and communities, prioritizing human centricity and social sustainability for a more inclusive, responsible, and prosperous industrial landscape (Mahiri et al., 2023).

The framework of Industry 5.0 integrates resilience, sustainability, and human centricity through a viability paradigm, aiming to design and manage cost-efficient, responsive, resilient, sustainable, and human-centric value-adding systems (Banholzer, 2022).

Industry 5.0 represents a paradigm shift toward a more sustainable and socially responsible industrial future. It aims to go beyond traditional profit-driven approaches, focusing on human centricity, environmental sustainability, and social well-being. The successful implementation of Industry 5.0 requires a comprehensive approach that addresses both technological advancements and industrial transformation's social and environmental impacts. Xu et al. (2021) mentioned the potential of Industry 5.0 in realizing societal objectives beyond employment creation and growth by making production respect the planet's boundaries and placing workers’ well-being at the center of the production process. It also acknowledges the need to re-think existing working methods and approaches, including the vulnerability of global supply chains, to make industries more future-proof, resilient, sustainable, and human-centric.

Majernik et al. (2022) described Industry 5.0 as a flexible and socially resilient industry that focuses on people and their well-being, which includes a new innovative model of cooperation between humans, machines, robots, and the environment, with an emphasis on the social dimension and human rights.

Considering the policy makers’ actions, the European Commission with the Digital Europe Programme (DIGITAL; European Commission, 2023) aims to support small- and medium-sized enterprises (SMEs), public administrations (PAs), and professionals through the actions of European Digital Innovation Hubs (EDIHs) that are Networks of Companies, Universities, Regional Innovative Networks, etc., in the digital transition and its challenges. The EDIHs can offer different services such as “skills and training,” that is, courses on digital technologies, cybersecurity, and AI, or “test before invest,” allowing the companies and PAs to test and understand the functioning of hardware and software technologies before deciding to invest in them (European Commission, 2023; Gamberini et al., 2023).

Career and professional development in the era of Industry 5.0

Industry 5.0 significantly changes career and professional development, emphasizing the need for new skills, continuous learning, and adaptability in a rapidly evolving labor market (Huang et al., 2022). Tomašević (2023) discussed the importance of continuous education and developing skills necessary for career and professional development in the modern work environment. The article underlined the need for workers to continuously enhance their skills (focusing mainly on acquiring digital competencies) and acquire new knowledge through lifelong learning. Workers should be open to change and willing to adapt to new technologies and work processes. They should cultivate a growth mindset and embrace new challenges and opportunities for professional growth. Recently, Di Fabio (2023) outlined that in the third stage of the twenty-first century, within the context of career counseling, if certain skills are no longer necessary, individuals can “re-skill, up-skill, and crea(te)-skill” to adapt to the changing demands of the current workplace. This implies the importance of being able to develop new skills or modify existing ones to stay relevant and meet the evolving needs of the workforce (Di Fabio, 2023).

A recent paper emphasized the impact of social factors on job profiles and the skills needed for newly created jobs and duties. Additionally, it suggests that companies should implement strategies to enhance employee welfare and organizational flexibility to preserve operators’ satisfaction (Lagorio et al., 2023). Through a more human-centric approach, Industry 5.0 seeks to address concerns about the dehumanization of the industry. It acknowledges the need to consider digital technologies’ social and environmental aspects and emphasizes the importance of workers’ well-being and satisfaction (Saniuk & Grabowska, 2023). By optimizing workers’ interactions with machines and robots, rather than by replacing them with technologies, it is possible to increase job satisfaction and professional development (Majerník et al., 2022).

There is a growing emphasis on complex tasks and non-standard thinking in Industry 5.0, diminishing routine manual labor. This shift necessitates the development of skills relevant to the knowledge society, such as creativity, communication, proficiency in IT, and data processing (Orlova, 2021) to design novel personal career trajectories.

Another paper (Poláková et al., 2023) described the relevance of soft skills in the labor market and their role in the career development of individuals. It emphasizes the need for reskilling and upskilling to meet the changing workplace conditions and employers’ demands. The cultivation and enhancement of soft skills are essential for establishing positive social connections and facilitating professional and personal growth. Including a reflection on the concept of sustainable livelihoods (Carr, 2023) and its relationship with decent work, Carr (2023) emphasized the importance of creating work environments that prioritize dignity, fairness, and well-being for workers for promoting career and sustainable work. Besides, regarding personal growth, Guichard (2022) proposed interventions supporting the construction of active lives, aiming to broaden the perspective and encompass all dimensions of life (e.g., unpaid voluntary work, activities for personal development, etc.). This approach focuses on market work and advocates for more holistic support to individuals in designing active lives in line with their values, aspirations, and needs. Similarly, De Vos et al. (2020) highlighted the importance of personal (e.g., proactive behaviors, career adaptability) and contextual (e.g., work environment, private life, culture) factors to promote sustainable careers.

The dynamics of Industry 5.0 have led to the creation of new professional roles, requiring a comprehensive understanding of human capital and the adaptation of career management strategies. These strategies should focus on harnessing the potential of human capital to contribute to sustainable and people-centered industry growth (Orlova, 2021). Huang et al. (2022) mentioned that as automation and technological advancements continue to reshape industries, there will be a need for new jobs requiring new workers. Examples such as data analysts, automated guided vehicle coordinators, and augmented operators are given as potential emerging roles. Resilience, flexibility, agility, and systems thinking are essential for navigating automation and digitalization disruptions (Leon, 2023).

The corporate human capital assessment and management methodology integrates quantitative and qualitative methods to evaluate various aspects of human capital within the Fifth Industrial Revolution. This approach enables the creation of personalized career trajectories that align with individual strengths, interests, and the evolving requirements of Industry 5.0 (Orlova, 2021). Another pivotal organizational aspect related to human centricity is the concept of human capital sustainability leadership (HCSL; Di Fabio & Peiró, 2018) and its value in relation to innovative behaviors, for instance, in the adoption of novel technologies to drive innovation within an organization, and the well-being of workers (Peiró et al., 2023). HCSL is seen as both a formal and informal leadership approach that can support workers in their sustainable work and lives, as well as in their career development. Peiró et al. (2023) also highlighted the positive association between HCSL and eudaimonic well-being, further emphasizing the importance of human-centric leadership for the well-being of workers.

Industry 5.0 encompasses cyber-physical systems, data-driven approaches, and advancements in AI and IoT (and the Industrial Internet of Things, i.e., IIoT; Sisinni et al., 2018). These technological elements enhance human–machine interactions, contributing to the development of advanced human–machine interfaces and supporting the creation of a super-smart society (Kasinathan et al., 2022).

Preparing human resources to understand and utilize new technologies is essential in addressing the challenges of Industry 5.0. This preparation includes focusing on career development in the context of social sustainability (Suciu et al., 2023).

Overcoming skill gaps, ethical considerations, and the need for high-skilled workers are among the barriers to implementing Industry 5.0. Addressing these barriers is crucial for the successful adoption of Industry 5.0 and its impact on productivity, efficiency, and the workforce (Dautaj & Rossi, 2021; Nahavandi, 2019).

Hussain and collaborators (Hussain et al., 2023) reported that employability refers to the readiness and skills required of individuals to secure and maintain employment in a specific industry. The article aims to bridge the gap between the skills possessed by hospitality graduates and the evolving demands of the industry. Besides, it addressed career sustainability in the hospitality industry. Career sustainability refers to the ability of individuals to adapt, thrive, and have long-term success in their careers amid changing industry trends. The study explores the value of technology in sustaining careers, recognizing the increasing demand for technological knowledge and skills from employers in the hospitality industry. It delves into the expectations of employers regarding the use of technology and the relevance of technology in ensuring continuous career growth and development.

The Workforce Evolution Framework was presented by Lagorio et al. (2023), and it was conceived to guide job profile evolution and the design of targeted training strategies. This framework can be seen as a tool that aids career development by mapping out different pathways for job profiles and suggesting specific skill development strategies in Industry 5.0. The framework consists of six Workforce Evolutionary Pathways that companies can consider to overcome skill-related challenges and adapt to recent trends in the manufacturing workforce field. By mapping specific job profiles and identifying the skills needed, the framework assists in designing targeted training strategies. The authors emphasized the importance of workforce management and training strategies to improve efficiency and preserve operators’ satisfaction.

Purwani (2023) underlined other steps aimed at empowering human resource management. Again, providing opportunities for professional growth by offering training and development programs to enhance employees’ skills and knowledge and encouraging employees to take ownership of their personal development by providing resources and support for their growth and self-confidence. This study focused on the post-pandemic “new normal era,” and it argues that the active involvement of industrial psychology in the development of human resource management in the present era is seen as crucial for the survival and success of companies.

Industry 5.0 offers a transformative vision for career and professional development, focusing on upskilling, reskilling, and personalization in labor relations. It presents challenges and opportunities, requiring a paradigm shift toward a more inclusive, human-centric, and sustainable approach to industrial transformation.

Conclusion

A critical aspect of Industry 5.0 is its emphasis on social sustainability and sustainable development. It seeks to empower the workforce through equitable and inclusive training and development programs (Peiró et al., 2023). It prioritizes worker well-being, technological adaptation, and sustainability (Breque et al., 2021). The principles of social sustainability, such as investing in human needs and respecting human rights, align with the objectives of Industry 5.0, contributing to the overall sustainability of civilization and the planet (Sindhwani et al., 2022).

Upskilling and reskilling of the workforce are crucial for the success of Industry 5.0. Rapid technological advancements necessitate an important capitalization in talent growth, particularly in areas like AI, which are crucial for the AI-driven industrial revolution (Mourtzis et al., 2022). The evolving landscape of Industry 5.0 demands continuous learning and adaptability to new information and skills (Leon, 2023). This approach contributes to social sustainability by enhancing employee productivity, improving workplace safety and satisfaction, and ensuring dignity (Leon, 2023).

Industry 5.0 also needs help achieving social sustainability, such as credible social supervision and pressure on social ecosystems. Addressing these challenges is essential for moving toward value-driven sustainable development (Leng et al., 2022). The redesign of manufacturing systems in Industry 5.0 focuses on human-centric connected systems, requiring multidisciplinary expertise and a symbiosis of technology, society, and ecology (Leng et al., 2022).

Industry 5.0 represents a transformation toward a more sustainable and socially responsible industrial future. Industry 5.0 aims to go beyond traditional profit-driven approaches, focusing on human centricity, environmental sustainability, and social well-being. The successful implementation of Industry 5.0 requires a comprehensive approach that addresses both technological advancements and industrial transformation's social and environmental impacts (Majerník et al., 2022; Xu et al., 2021).

Further expanding on these themes, it is imperative to recognize the role of Industry 5.0 in enhancing the quality of working life, promoting diversity, empowerment, and talent development within the industry. The transition toward cobots exemplifies this trend, enabling senior workers to leverage their experience while being supported by advanced technologies (Huang et al., 2022; Pluchino et al., 2023; Rossato et al., 2021b).

This integration optimizes worker–machine interaction and fosters a culture of continuous professional development and job satisfaction (Majerník et al., 2022).

The psychological perspective on decent work, as highlighted by Blustein et al. (2019), underscores the importance of engaging psychology in the struggle for decent work and human rights, aligning closely with the ethos of Industry 5.0. The challenges of unemployment, loss of essential skills, job insecurity, and stress in the workplace (Adel, 2022; Sindhwani et al., 2022) are significant concerns that Industry 5.0 aims to mitigate by harnessing human abilities such as adaptability, creativity, and problem-solving (Huang et al., 2022; Nahavandi, 2019).

In the post-pandemic “new normal era” the active involvement of industrial psychology in the development of human resource management is pivotal for the success of enterprises (Hesketh & Cooper, 2023). This involves a focus on lifelong learning and digital and digitalized competencies, which are essential for reshaping the future of work in the era of Industry 5.0 (Peiró & Martínez-Tur, 2022; Xu et al., 2021).

The success of Industry 5.0 hinges on a comprehensive strategy that integrates technological advancements with a solid commitment to social and environmental sustainability (Breque et al., 2021; Di Fabio & Cooper, 2023; Majerník et al., 2022; Mourtzis et al., 2022; Nahavandi, 2019). Overall, Industry 5.0 offers a transformative vision for career and professional development, emphasizing upskilling, reskilling, and personalization in labor relations. It presents challenges and opportunities, requiring a paradigm shift toward a more inclusive, human-centric, and sustainable approach to industrial transformation.

Footnotes

Declaration of conflicting interests

The authors declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

Funding

The authors received no financial support for the research, authorship, and/or publication of this article.

ORCID iD

Patrik Pluchino

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Industry 5.0: A comprehensive insight into the future of work,social sustainability,sustainable development,and career

Abstract

Keywords

Introduction

Industry 5.0: The New Industrial Revolution challenges and opportunities

Sustainable development and social sustainability in Industry 5.0

Career and professional development in the era of Industry 5.0

Conclusion

Footnotes

Declaration of conflicting interests

Funding

ORCID iD

References