<![CDATA[Digital transformation has changed human resource management by requiring organizations to integrate technology, disciplined execution, and innovation into employee management practices. This study examines the effects of digital technology, execution discipline, and innovation on human resource management. A quantitative causal-associative design was used, employing saturated sampling of 74 permanent employees. Data were collected through a five-point Likert-scale questionnaire and analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with SmartPLS. The measurement model demonstrated satisfactory convergent validity, discriminant validity, and construct reliability. The structural results showed that digital technology had a positive and significant effect on human resource management, execution discipline had a positive and significant effect, and innovation had a positive and significant effect. Collectively, the three variables explained 67.2% of the variance in human resource management, with Q² = 0.41 indicating predictive relevance. The findings suggest that effective human resource management requires integrated technological support, consistent execution, and continuous innovation. These results imply that organizations should strengthen digital HR systems, execution practices, and innovation-oriented employee management to improve human resource management effectiveness.]]>
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