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Strategic Human Resource Development for Industry 4.0 Readiness: A Sustainable Transformation Framework for Emerging Economies

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  • Kwanchanok Chumnumporn Vong

    (School of Management Technology, Sirindhorn International Institute of Technology, Thammasat University, Pathum Thani 12120, Thailand)

  • Kalaya Udomvitid

    (National Science and Technology Development Agency, Pathum Thani 12120, Thailand)

  • Yasushi Ueki

    (Bangkok Research Center, Institute of Developing Economies, Bangkok 10330, Thailand)

  • Nuchjarin Intalar

    (Department of Computer Science, Faculty of Science and Technology, Thammasat University, Pathum Thani 12120, Thailand)

  • Akkaranan Pongsathornwiwat

    (Graduate School of Applied Statistics, National Institute of Development Administration, Bangkok 10240, Thailand)

  • Warut Pannakkong

    (School of Manufacturing Systems and Mechanical Engineering, Sirindhorn International Institute of Technology, Thammasat University, Pathum Thani 12120, Thailand)

  • Somrote Komolavanij

    (Panyapiwat Institute of Management, Nonthaburi 11120, Thailand)

  • Chawalit Jeenanunta

    (School of Management Technology, Sirindhorn International Institute of Technology, Thammasat University, Pathum Thani 12120, Thailand)

Abstract

Industry 4.0 represents a significant transformation in industrial systems through digital integration, presenting both opportunities and challenges for aligning the workforce, especially in emerging economies like Thailand. This study adopts a sequential exploratory mixed-method approach to investigate how strategic human resource development (HRD) contributes to sustainable transformation, defined as the enduring alignment between workforce capabilities and technological advancement. The qualitative phase involved case studies of five Thai manufacturing firms at varying levels of Industry 4.0 adoption, utilizing semi-structured interviews with executives and HR leaders. Thematic findings informed the development of a structured survey, distributed to 144 firms. Partial Least Squares Structural Equation Modeling (PLS SEM) was used to test the hypothesized relationships among business pressures, leadership support, HRD preparedness, and technological readiness. The analysis reveals that business pressures significantly influence leadership and HRD, which in turn facilitate technological readiness. However, business pressures alone do not directly enhance readiness without the support of intermediaries. These results underscore the critical role of integrated HRD and leadership frameworks in enabling sustainable digital transformation. This study contributes to theoretical perspectives by integrating HRD, leadership, and technological readiness, offering practical guidance for firms aiming to navigate the complexities of Industry 4.0.

Suggested Citation

  • Kwanchanok Chumnumporn Vong & Kalaya Udomvitid & Yasushi Ueki & Nuchjarin Intalar & Akkaranan Pongsathornwiwat & Warut Pannakkong & Somrote Komolavanij & Chawalit Jeenanunta, 2025. "Strategic Human Resource Development for Industry 4.0 Readiness: A Sustainable Transformation Framework for Emerging Economies," Sustainability, MDPI, vol. 17(15), pages 1-35, August.
    • Handle: RePEc:gam:jsusta:v:17:y:2025:i:15:p:6988-:d:1715111
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    References listed on IDEAS

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