<![CDATA[Digital transformation has increased organizations’ reliance on technology-enabled human resource development while simultaneously requiring employees to learn and adapt rapidly to changing work demands. However, the combined associations of organizational digital HR development practices and employees’ learning agility with employee performance remain insufficiently examined within a single analytical model. This study examined the associations of Digital HR Development and Learning Agility with Employee Performance among employees of Indonesian organizations using digital HR systems. A quantitative, associative, non-experimental design was employed. Using purposive sampling, data were collected through a structured five-point Likert-scale questionnaire from 150 employees working in government, educational, and private-sector organizations who met the study’s eligibility criteria. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The measurement model demonstrated satisfactory convergent validity, discriminant validity, and internal consistency reliability. Structural-model analysis showed that Digital HR Development was positively associated with Employee Performance (β = 0.358, t = 4.712, p < .001), while Learning Agility also showed a positive association with Employee Performance (β = 0.472, t = 6.283, p < .001). Together, the two predictors explained 62.4% of the variance in Employee Performance (R² = 0.624). The findings provide joint empirical evidence that organizational digital development practices and individual adaptive learning capacity are simultaneously relevant to employee performance. Practically, organizations using digital HR systems may benefit from integrating technology-enabled employee development with initiatives that strengthen employees’ capacity to learn and adapt]]>
Copyrights © 2026
