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Associate professor, Faculty of Hotel Management and Catering Technology, Parul University , Gujarat , India
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Assistant Professor, School of Law, Dayananda Sagar University , Bengaluru, Karnataka , India
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Deputy Director, Department of Tribal Affairs , Jammu and Kashmir , India
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Assistant Professor, Department of Humanities and Social Sciences, Dr. NSAM First Grade College, Nitte (Deemed to be University) , Bengaluru, Karnataka , India
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Assistant Professor, School of Commerce, Jain Deemed to be University , Bengaluru, Karnataka , India
Assistant Professor, Department of English, Graphic Era Hill University , Haldwani, Uttarakhand , India
This is empirical research that explores the effects of Digital HR Transformation (DHR) on talent managerial practice and organizational strategy fit in Indian companies. The study is premised on a quantitative method, which involves a structured questionnaire that is filled out by 215 HR practitioners in different industries. Regression modeling and structural equation modeling (SEM) were used to analyze the data. The results indicate that Digital HR Transformation has a significant positive impact on talent management effectiveness, and the correlation between the two has a high value (β= 0.624, p = 0.001). The impacts of this transformation on organizational strategy also have a positive influence (β= 0.571, p = 0.001), such that there is a need to align HR activities with the organizational objectives. The mediation analysis reveals that the effectiveness of talent management is a partial mediator between the effectiveness of DHR and the strategy alignment (β= 035, p=0.001). Moreover, organizational culture was observed to mediate the interaction between the DHR and strategy alignment (β = 0.210, p = 0.014), with adaptive cultures facilitating the outcomes of DHR. The model represents 51.2% of the variation in strategic alignment, indicating that Digital HR Transformation plays an important role in aligning organizational strategies with HR abilities. The research study is relevant to the Resource-Based View (RBV) of HRM and provides valuable recommendations to any organization interested in using digital HR to manage talent and strategic alignment.
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