Navigating Employee Work Productivity in the Digital service Sector: The Roles of Digital Recruitment Adaptivity and Digital Upskilling

Abstract

Digital transformation has fundamentally changed the paradigm of human resource management, particularly in recruitment processes and employee competency development. This study aims to analyze the influence of digital adaptivity implementation in recruitment and digital upskilling programs on employee work productivity. A quantitative approach with cross-sectional design was employed through surveys of employees in the technology and digital services sector in the Jabodetabek area who have experienced digital recruitment processes and participated in digital upskilling programs. Data analysis technique utilizes Partial Least Square-Structural Equation Modeling with SmartPLS version four software. Research instruments were adapted from Stone et al., (2015) using a five-point Likert scale. Results show that digital adaptivity in recruitment has a highly dominant influence on employee work productivity, while digital upskilling programs demonstrate positive influence with more moderate strength. The developed research model explains work productivity variance and digital upskilling program variance with substantial prediction levels. Convergent validity testing shows all constructs have Average Variance Extracted values above required thresholds, indicating that employed indicators can explain most variance of each latent construct. Reliability testing confirms excellent internal consistency for all research variables, demonstrating high stability and dependability of research instruments. Research findings confirm that adaptive digital recruitment systems are primary determinants of employee productivity in the digital era. Employees recruited through adaptive digital systems demonstrate superior capabilities in adapting to technology-based work environments and can contribute productively from initial orientation periods. This research provides substantive theoretical contributions to digital transformation literature in human resource management, particularly in understanding mechanisms of how digital technology influences organizational performance through recruitment practices and competency development. Practically, these findings imply that organizations should prioritize investment in adaptive digital recruitment systems as they demonstrably have significant impact on employee productivity, while maintaining continuous upskilling programs as complementary components of holistic human resource development strategies