The role of organizational culture on human resource management in digital transformation era

Abstract

The objective of this article was to examine the strategic influence of organizational culture on human resource management within the context of digital transformation. The study employed a descriptive methodology as its primary approach, incorporating relevant concepts and theories of organizational culture and human resource management that are tailored for the digital age. Due to the rapid technological advancements together with economic and political shifts, investing only in technology does not guarantee success in the absence of organizational culture, which serves as the foundation of behaviors and beliefs of individuals within organizations. This article highlights that adaptive culture, which emphasizes agility, lifelong learning, and experimental courage, is a critical variable in driving the entire human resource management. Consequently, human resource practitioners require re-engineering their core system, beginning with a recruitment strategy that emphasizes adaptability of candidates and risk-taking propensity, the implementation of reverse mentoring programs to foster intergenerational learning, and the application of agile performance management to reward experimental efforts. Therefore, integrating an adaptable culture into human resource management strategies is essential for enhancing competitive advantage and developing a workforce resilient to digital uncertainties for long-term sustainability.