DIGITAL TRANSFORMATION IN HUMAN RESOURCE MANAGEMENT AND ITS EFFECTS ON EMPLOYEE ENGAGEMENT: A CROSS-CULTURAL COMPARISON BETWEEN CHINA AND MALAYSIA
DOI:
https://doi.org/10.61841/aj5te950Keywords:
Digital transformation, Human resource management, Employee engagement, Artificial intelligence, Cloud computingAbstract
This study examined how the digital revolution in human resource management affected employee engagement in China and Malaysia. This study examined how technological advances like artificial intelligence, big data, and cloud computing have affected human resource practices, motivation, and performance across cultures. A quantitative research method was used to collect the data. Questionnaires were sent to 850 people. The study was ended after assessing 778 valid responses using SPSS 25. Statisticians used methods like ANOVA and factor analysis to look at how the variables were related to each other. Digital technology made things more open, easier to talk about, and more efficient. The results demonstrated a clear link between digital transformation and human resource management. Digital human resource management made China more accountable and productive, but it faced resistance at first because people were worried about data privacy and rigid organisational structures. Malaysia's shift promoted flexibility, inclusion, and collaboration via cloud computing and participatory management. Cultural values shaped employee reactions to technical advancements. The adoption of digital transformation significantly influenced employee involvement in both nations; nevertheless, the success of this transition depended on cultural adaptation, leadership support, and ongoing training. The study's findings indicated that the transition of digital human resource management was not merely a technological progress but also a cultural and managerial evolution necessitating a balance between innovation and human needs. These observations had significant implications for multinational businesses aiming to formulate culturally attuned and sustainable digital human resource strategies.
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