Int. J Sup. Chain. Mgt Vol. 8, No. 5, August 2019 804 From HR 4.0 to Better Supply Chain Flexibility: Role of Talent on Boarding and a Development in Thailand Busakorn Watthanabut* 1 1 Faculty of Liberal Arts, North Bangkok University, Pathumthani, Thailand *Corresponding author: busaaiey2516@gmail.com Abstract--- Talent management is one of the most discussed areas of human resource management in 21st century. This is due to its vast range of implications in almost all processes of organization. However, introduction of HR 4.0 has diverted all the attention towards this new concept as talent management evolved in a more predicting role afterwards. This study has aimed to analyze the impact of talent management practices such as on-boarding, off-boarding and development on supply chain flexibility in mediating role of strategic HR 4.0 adoption. Responses were collected from the managerial employees of manufacturing sector of Thailand and those firms were selected for survey who were either adopted or in process of adoption of strategic HR 4.0. The gathered data was then tested statistically on SPSS and AMOS especially through confirmatory factor analysis and structural equation modeling. Results have revealed that talent management practices have significant impact on supply chain flexibility in manufacturing firms. Moreover, findings have also flagged strategic HR 4.0 adoption as a positive significant mediator in relationship between talent management practices and supply chain flexibility. Implications of this study has also extended towards telecommunication and service sectors too because most of such sectors are undergoing from strategic HR 4.0 adoption. Key Words: Strategic HR 4.0, Talent Management, Talent On-Boarding, Talent Off-Boarding, Talent Development and Supply Chain Flexibility 1. Introduction In the past few years, Human resource 4.0 is required by the companies of the encourage industrial transmission 4.0 [29]. HR 4.0 is necessary to meet the industrial challenges. Different technologies like, internet of thing, big data analytics, and artificial intelligence enhanced the HR activities which resulted in leading HR teams and performances [1]. HR4.0 helped different organizations to implement a more strategic role in the growth of the overall organization. Flexibility in demand and supply and the response of the distribution system towards that change is known as supply chain flexibility [30]. That flexibility is meaningful when it is upward and positive. Hr4.0 helped many organizations in boarding the talent on the organizations and that always resulted in the improved performance of the company. If the people worked hard and on time the finished the task that means the talent onboard is successful. If that thing goes opposite and workers do not fulfill the work on time it means that it’s the time to off-board, the talent. HR4.0 also helped in the development of the talent for the organizations, in the past many organizations used the advanced HR 4.0 strategic technique in order to better the performance for HR processes [1]. Figure no. 1 is showing the approach by which talent on boarding can be done. This study will know about the impact of talent onboarding on supply chain flexibility, the impact and relationship between talent development and supply chain flexibility. The aim will be to know about the association between talent off-boarding and supply chain flexibility. ______________________________________________________________ International Journal of Supply Chain Management IJSCM, ISSN: 2050-7399 (Online), 2051-3771 (Print) Copyright © ExcelingTech Pub, UK (http://excelingtech.co.uk/)