The Role of Digital Technologies in Human Resource Management

Mahmudov Kahramon Saydullayevich; Frankline C.S.A  Okeke

doi:10.51699/cajitmf.v7i3.1317

Authors

Mahmudov Kahramon Saydullayevich Associate Professor, Department of Management, Samarkand Institute of Economics and Service
Frankline C.S.A Okeke Department of Accountancy, Alex Ekwueme Federal University, Ndufu Alike, Ebonyi State, Nigeria

DOI:

https://doi.org/10.51699/cajitmf.v7i3.1317

Keywords:

Digital HRM, HRIS, Artificial Intelligence, E-Learning, Technology Adoption, Uzbekistan, Transitional Economies, Organisational Performance

Abstract

This study investigates the multifaceted role of digital technologies in transforming Human Resource Management (HRM) practices across organisations operating in transitional and emerging economies, with particular reference to Uzbekistan and the Central Asian context. Despite the rapid proliferation of digital HR tools globally, empirical evidence regarding their adoption patterns, organisational impacts, and systemic challenges remains insufficiently documented in developing regional contexts. The primary objectives are: (i) to assess the current state of digital HR technology adoption among organisations in Uzbekistan and comparable transitional economies; (ii) to measure the effect of specific digital tools—including HRIS platforms, AI-based recruitment, e-learning management systems, and performance analytics—on key HRM outcomes; and (iii) to identify the structural barriers hindering wider adoption of digital HRM solutions. This study employs a quantitative cross-sectional survey design. A structured questionnaire was administered to 280 HR professionals and senior managers drawn from private, public, and mixed-ownership organisations across multiple sectors. Multiple regression analysis, descriptive statistics, and correlation analysis were applied to examine relationships between technology adoption variables and HRM performance indicators. Results indicate that HRIS platform integration (β = 0.387, p < .001) and AI-based recruitment adoption (β = 0.291, p < .001) are the strongest predictors of overall HRM performance improvement. Collectively, the digital technology predictors explained 61.4% of the variance in HRM outcomes (R² = 0.614). E-learning utilisation and digital performance management also demonstrated significant positive effects, while data privacy concerns emerged as a significant negative moderator.

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