PROFESI BIMBINGAN DAN KONSELING

DI ERA INDUSTRI 4.0:

TANTANGAN DAN PELUANG
(GUIDANCE AND COUNSELING PROFESSION IN THE INDUSTY 4.0 ERA:
CHALLENGES AND OPPORTUNITIES)

Sunaryo Kartadinata

Keynote Speech
Konvensi Nasional XXI Asosiasi Bimbingan dan Konseling Indonesia
Bandung 27-29 April 2019
PATH OF TOUGHT, TOPICS TO DUSCUSS

1 PROBLEMS AND CHALLENGES

2 THE CHANGING OF NATURE OF WORK AND STRUCTURE OF WORLD OF WORK

3 NEW PARADIGM OF PSYCHOLOGICAL PERSPECTIVE OF WORK

4 NEW PARADIGM OF HUMAN LEARNING

5 RECONCEPTUALIZATION OF CAREER DEVELOPMENT AND GUIDANCE AND COUNSELING

 • The fourth industrial revolution is based on the concept of
the smart factory have a completely new approach to the
production
• VISION OF INDUSTRY 4.0
• is focused on creating intelligent products, processes,
and procedures
• in the smart factory workers, machines and resources
communicate easily
• the essence of the industry vision 4.0 is in the
THE
ESSENCE
Internet of things and Internet of services,
OF VISION which means the ubiquitous connectivity of people,
OF 4.0 things, and machines;
Products, transportation equipment, and tools
"cooperate" in order to create better each production
step
 Development stages of industrial manufacturing
First Industrial Scond Industrial Third Industrial Fourth Industrial
Revolution Revolution Revolution Revolution?
Society
1784 1923 1969 2014 5.0

First program-mable
Mechanical weaving loom
logic controller (PLC)
Introduction of mechanical Introduction of electronics
production assets based on and IT for higher auto-
water and steam power matization of production

Introduction of a "moving" Real time, self

assembly line at Ford Motors optimizing connected
Introduction of mass production systems
based on division of labor and
electrical energy so far < 10%
advanced
Potential Industry 4.0 solution
Benefits of Industry 4.0
FRAMEWORK FOR DERIVING SKILLS REQUIRED IN INDUSTRY 4.0

1 2 3

What How tasks What skills

Changes will will differ in will be
I 4.0 bring? future? required?
Industry 4.0: What is changing for companies?
Examples of changes with adoption of
industry 4.0
 How tasks will differ in future?

Change in role with industry 4.0

Industry 3.0-Serving Role

Industry 4.0-Driving Role
Automated Manufacturing
Data Based
Manufacturing
 Easy Tasks
 Monitoring of machines
 Repetitive Tasks
 Error detection
 Watch & Call
 Decision making
 Standardization
 Preventive
maintenance
 What skills will be
required?

Categorization of skills
into skill family

Abilities Basic skills Cross-functional skills

With the advent of Industry 4.0 face
challenges in…
 finding the skilled employees SKILL RELATED CHALLENGES
 the exiting workforce COMPANIES WILL FACE WITH
 skill development programs
INDUSTRY 4.0
Up-Skilling Re-Skilling
Companies will have to up-skill their workforce via  Industry 4.0 job displacement to a certain
in-house or external training centers develop the extent.
skills to be able to operate the new tools efficiently.  A number of jobs will cease to exist.
 A number of new jobs will be created.
 Investment in re-skilling of the labor force to
prepare for this expected shift.
Continuous Lerning
Mindset Change
 Technologies will become obsolete at a faster rate.  Labor have to adapt to a number of changes
 Continuous professional development strategies  Need to plan for mindset change  facilitate
will be required to easily adapt to the changes employees to smooth transition to advanced
manufacturing
 Characteristics of a good VET System

Curriculum Standards & Qualification

Providing access to up-to-date Providing widely recognized
curriculum which is in-line with standards & qualifications (NQF),
which also allows students to
the industry's skill requirement
change education tracks

Characteristics
of a good VET
Practical Training Quality of trainers
Providing opportunities for students System Availability of sufficient numbers
to learn & practice in industry of qualified trainers who have
setting through apprenticeships or industry experience & knowledge
dual training system about latest industrial practices

Infrastructure Positive Image

Creating holistic learning environment Creating a positive image of
by providing access to state-of-art vocational education such that
industrial machinery, equipment & tools young people find it attractive as
a career opportunity
 SKILL OF HIGH-SCHOOL
GRADUATES MATCH
ENTERPRISE NEEDS

ASEAN
(Association of Southeast Asia Nations)

“With the exception of Singapore, most ASEAN

countries invest in education qulity with a top-down
approach, and have universities that are better than
high schools, since wealthy people can afford private
education”
Skill of university graduates match enterprise needs
 AEC implementation scorecard

65,9 % 67,9 % 66,7 % 85,7 %

Source: CIMB ASEAN Research Institute: The ASEAN Economic Community (AEC): An Alternative scorecard
approach. The real status implementation, challenges and bottlenecks (2013)
 GROSS DOMESTIC
PRODUCT (GDP) OF THE
ASEAN COUNTRIES
FROM 2008 TO 2018 (IN BILLION U.S. DOLLARS)

ASEAN
(Association of Southeast Asia Nations)

This statistic show the gross domestic product of the ASEAN

countries from 2008 to 2017, projections up until 2018. The
ASEAN (Association of Southeast Asia Nations) counries
are Brunei, Cambodia, Indonesia, Laos, Malaysia, Myanmar,
Philipphines, Singapore, Thailand and Vietnam the GDP of
all ASEAN states amounted to Approximately 2.76 Trillion
U.S. dollars

GDA 2008 2017

WorkPSYCOLOGY OF
is an essential WORKING:
aspect CORE
of life and ASSUMPTIONS
an essential … of
component
mental health.
The psychological study of working should be inclusive,
embracing everyone who works and who wants to work around the
globe.
Work and nonwork experiences are closely intertwined.
Work includes efforts within the marketplace as well as caregiving
work, which is often not sanctioned socially and economically.
Working has the potential to fulfill three fundamental human
needs—the need for survival and power; the need for social
connection; and the need for self-determination.
To more fully understand the psychological nature of working,
careful considerations are needed of relevant social, economic,
political, and historical forces, which shape, constrain, and
facilitate many aspects of contemporary working.
Survival
Needs
Work
Fulfillm
ent
Social
Connec
tion
Needs

Well-
Being
Self
Determi
nation
Needs
 The New
Paradigm: LEARNING
students as" thinkers "who must
Psychology actively develop their own potential
of Working and seek for meaning from their
world

LIVING
New
RLS & WIL build the values of Paradigm:
collaboration, and interpret Career
PARADIGM cultural knowledge that is Development
Real Life System different from personal Model and
knowledge, and allows people Interventions
Work Integrated Learning
to understand what is
happening to others
The New WORKING
Paradigm: learn about and work as a
Psychology source of income that ensures
of Learning the sustainability of life
 The New New
Paradigm: Perspectives
Psychology
of Working
of Career
Development

Reconcept
Theoretical ualization
Implications Framework of
of 4.0 of
Career
(digitization and Development
Guidance
automation) and
Counseling
Structural
The New Changes of
Paradigm: the World of
Psychology
of Learning Work
 New • Career sums up a person’s whole life with regard
Perspectives to work and learning.
of Career
Development • Every person has a career that involves work
• Work, in all its forms, is inherent in humanity.
• "Work, is more than just a way to produce things,
and it is more than just something we have to get
done in order to enjoy our "real" lives. Work is a very
central part of our "real" lives, and if we do
not attend to it with sufficient respect-and even
compassion-then we will continue to create lives for
ourselves that do not satisfy...
(David Blustein; Paul L. Wachtel
 Structural
Changes of • first increasing job polarization (Autor & Dorn,
the World of 2013; Goos, Manning, & Salomons, 2009).
Work
• middle-skilled jobs are hollowed out,
• lower-skilled and high-skilled jobs
increase disproportionately
• middle-skill jobs have been pushed into
lower paid
• pressure to increase skills through lifelong
learning and continued education (Frey &
Osborne, 2013).
• the increase of the gig economy, which
includes crowdwork and work on-demand via
apps (De Stefano, 2016).
 Theoretical • Career development that emerge need to
Framework of
Career • (a) be self-directed and flexible;
Development

• (b) career management over the entire

lifespan;

• (c) create a sense of meaning and

identity in the work  nonstandard work
arrangements;

• (d) secure work that is able to fulfill basic

human needs
•
Promising model
 Protean and Boundaryless Career Models
(PBCM),

 Social Cognitive Career Theory (SCCT),

 Career Construction and Life Design (CCLD),

Psychology of Working Theory (PWT)
PBCM Protean and Boundaryless Career Models
• careers are
• high degree of personal flexibility and psychological and physical mobility,
• self-directed and values-driven approach (Briscoe & Hall, 2006).
• careers will…
• no longer consist of a series of jobs done sequentially over the life span,
• consist of different tasks and projects that a person completes for different
organizations, the notion of a boundaryless career might change.
• working simultaneously for multiple employers in multiple projects in a short
sequence, or even in parallel.
• pursuit of freedom and personal growth (Hall, 2004),
• person, and not the organization, is in charge of career development. In the future, an
increased role might be played by platforms of digital matchmakers (Evans & Schmalensee,
2016) that find matches between job seekers and potential employers, or between
existing employees and new job opportunities within the current organization.
SCCT
Social Cognitive Career Theory
• … seems well suited to explaining career self-management across the lifespan
(Lent & Brown, 2013; Lent, Brown, & Hackett, 1994).
• addressing the issue of career choices, the more recent expansion of the social
cognitive career model to career self-management (Lent & Brown, 2013)
• self-employment, and the constant need to update one’s skills and knowledge to
keep up with technological change, career selfmanagement can be expected to play an
ever-increasing role
• …explain, investigate, and intervene regarding factors that enable and motivate
individuals to actively manage their careers through various self-directed career
behaviors.
• For example, actively building networks across professional and organizational
boundaries might become increasingly important for securing continuous
employment.
• …emerging research, strong self-efficacy and positive outcome expectations toward
career behaviors, like networking and learning, motivate people to set goals related to
such behaviors (Lent, Ezeofor, Morrison, Penn, & Ireland, 2016)
CCLD
Career Construction and Life Design
• 4.0 era makes constructing a clear sense of professional identity and finding
meaning in work challenging for many people.
• …offers a valuable framework for how counselors can assist people to construct a
sense of coherence and purpose across their diverse work experiences. ( Savickas,
2013)
• helping people to identify life themes, deconstructing and co-constructing identities, and
connecting these with past and future work experiences can create a sense of meaning
and give direction and purpose to one’s work role.
• 4.0 era
• work role to be significantly reduced in importance for some people, and digitization and
automation are increasingly blurring the boundaries between work and nonwork roles,
• constructing a holistic sense of identity that encompasses work and nonwork will become
increasingly important for many people
• Career construction and life design can be used to help people find meaning and a
sense of purpose that encompasses their work and other roles.
• An important component of CCTP and life design career adaptability (Johnston, in
press; Rudolph, Lavigne, & Zacher, 2017) denotes a psychosocial construct that
represents an individual's resources for coping with career tasks and that help
individuals to implement their identities in a work role
 RE-CONCEPTUALIZATION OF G&C IN RLS AND WIL PARADIGM

Person’s motivation to work

(SENSE OF)
in sustainable ways…
CAREER 3 key components:
COMMITMENT  career resilience Guidance
WORK
FULFILLME (resistance to career and
NT disruptions and setbacks); Counsling
 career identity (emotional Intervntions
attachment to career); in the
context of
 career planning &
(SENSE OF) 4.0 era
maintenance (strategic
PROFESSIONAL
approach to career
IDENTITY
development)
WELL-
BEING
Carson and Bedeian (1994)
 Put attention to the 4.0
characteristics, required skills,
and implications…

 Structuring
NARATRIVE
Guidance and Contextual
 Psychological
Counseling
Intervention in
Personalized dialog
the context of Sharing
4.0 era
Collaboration  Personalizing
and
reinforcing
 Why
Narrative
Approach  …is not viewed in individualistic terms (or as a
trait).
 … constitute an effective method of sharing
experiences and insights across partnership teams.
 … as a way to enable discussion about WIL (Grealish, 2012;
Higgs, 2011).

 …may be possible to build resilience and

awareness of other capacities.; to build resilience
and career endurance in students. (Grealish, 2012; Higgs, 2011)
 … as a keymethod to gain insight into students’ WIL
engagements and assess outcomes for students
while evaluating program and learning outcomes
TOWARDS SOCIETY 5.0
Thank You
Sunaryo Kartadinata
Tashkent, April 2019