Digital Transformation of Human Resource Management in Enhancing the Competitive Advantage of the Tourism Sector in Riau

Iskandar; Risman; Defi Warman; Rizqi Fakhri; Fatkhurahman

doi:10.61255/jeemba.v4i3.946

Authors

Iskandar Sekolah Tinggi Ilmu Ekonomi Riau
Risman Sekolah Tinggi Ilmu Ekonomi Riau
Defi Warman Sekolah Tinggi Ilmu Ekonomi Riau
Rizqi Fakhri Sekolah Tinggi Ilmu Ekonomi Riau
Fatkhurahman Universitas Lancang Kuning

DOI:

https://doi.org/10.61255/jeemba.v4i3.946

Keywords:

Competitive Advantage, Digital HRM, Digital Transformation, HR Capabilities, Tourism Sector

Abstract

Purpose – This study examines the role of Digital Human Resource Management (Digital HRM) in supporting the achievement of competitive advantage within tourism organizations.

Design/methodology/approach – A quantitative explanatory approach was applied using Partial Least Squares Structural Equation Modeling (PLS-SEM). Data were collected from 150 employees, supervisors, and HR managers in tourism-related organizations in Riau, Indonesia, using purposive sampling.

Findings – The findings indicate that Digital HRM is positively related to the development of HR capabilities and organizational competitiveness. In addition, HR capabilities contribute to competitive advantage and serve as a partial mediator in the relationship between Digital HRM and competitive advantage. These results indicate a dual-path mechanism, where Digital HRM contributes both indirectly through capability development and directly through enhanced organizational efficiency.

Research limitations/implications – The study is limited by its cross-sectional design, self-reported data, and regional scope. The findings extend the Resource-Based View by highlighting the complementary role of digital systems and human capabilities.

Practical implications – Tourism organizations need to combine the use of digital HR systems with ongoing employee development programs in order to maintain their competitive position.

Originality/value – This study provides context-specific evidence and clarifies how Digital HRM drives competitive advantage through both direct and mediated pathways.

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