LEARNING AGILITY AS A KEY DRIVER OF HUMAN RESOURCE READINESS IN THE AGE OF AUTOMATION

Abstract

The accelerating integration of automation and robotics in the workplace has prompted a growing need to assess the readiness of human resources (HR) in navigating this digital transformation. This study investigates the influence of digital competence, AI based training, learning agility, technology readiness, organizational support, and digital mindset on HR readiness for automation and robotics. Utilizing a quantitative approach, data were collected from 282 respondents across 94 manufacturing companies in Central Java, Indonesia. Structural Equation Modeling (SEM) with SmartPLS 4.0 was employed to test both direct and mediated relationships among constructs. The findings reveal that digital competence, AI-based training, organizational support, and technology readiness significantly contribute to HR readiness. Learning agility also plays a dual role as both a direct predictor and a mediator bridging the effects of training and digital competence on readiness outcomes. Conversely, digital mindset, while positively affecting learning agility, does not directly influence HR readiness. These results highlight the multidimensional nature of workforce preparedness and underscore the importance of integrating skill development, adaptive learning, and organizational support strategies in facing automation. The study offers theoretical and practical implications for HR development and policy design in the era of AI and robotics.