The Impact of Digital Transformation on Human Resource Performance and Competence at LKP WIM, Wajo Regency
DOI:
https://doi.org/10.67032/pje.v5i2.196Keywords:
digital transformation, HR performance, HR competence, human resources, training institutionAbstract
Digital transformation is a crucial factor in human resource development, particularly in enhancing employees' performance and competence within training institutions. This study aims to analyze the impact of digital transformation on human resource (HR) performance and competence at LKP WIM in Wajo Regency. A quantitative approach with associative design was employed. Data was collected via questionnaires from 54 employees using a saturated sampling technique. Data analysis was conducted using Pearson correlation and linear regression with SPSS version 22. The results indicate that digital transformation has a positive and significant effect on HR performance, with a regression coefficient of 0.657, a t-value of 6.894, and a coefficient of determination (R²) of 0.478. Digital transformation also has a positive and significant effect on HR competence, with a regression coefficient of 0.892, a t-value of 9.654, and an R² value of 0.642. These findings reveal that digital transformation is more strongly related to HR competence than to HR performance, as indicated by the results of the two regression models. In practice, the findings suggest that digitalization must be accompanied by structured training and mentoring to ensure that technology use supports the enhancement of employee capabilities. However, the interpretation of these results requires consideration of the limitations regarding the reliability of the HR performance instrument and the study's scope, which was limited to a single institution. This study provides empirical evidence regarding the relevance of digital transformation to human resource development in non-formal training institutions at the regional level.
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