The Impact of Digital Transformation on Employees’ Future Competencies: The Mediating Role of Modern Human Resource Development in Day Insurance Company, Guilan Province

Abstract

This study aimed to investigate the effect of employee-oriented digitalization on employees’ future competencies through the mediating role of modern human resource development in Day Insurance Company in Guilan Province. This applied study employed a quantitative descriptive-correlational design. The statistical population consisted of employees of Day Insurance Company working in Rasht, Lahijan, and Astara in Guilan Province. Given the limited population size, a census approach was adopted, and 53 usable questionnaires were ultimately included in the analyses. Data were collected using a questionnaire developed on the basis of the standardized instrument used in the base study, measuring employee-oriented and customer-oriented digitalization, employees’ future competencies, and modern human resource development. Items were rated on a five-point Likert scale. Face and content validity were confirmed, and internal consistency was evaluated using Cronbach’s alpha. Inferential analyses included independent-samples t tests, analysis of variance, Mann–Whitney U tests, Kruskal–Wallis tests, and structural model assessment. Employee-oriented digitalization had a very large effect on modern human resource development (f² = 8.183). Modern HRD also had a very large effect on employees’ future competencies (f² = 1.976), whereas the direct effect of employee-oriented digitalization on future competencies was small and non-significant (f² = 0.036). Customer-oriented digitalization, entered as a control variable, had a negligible effect (f² = 0.003). The model explained 89.1% of the variance in modern HRD (R² = 0.891) and 95.9% of the variance in future employee competencies (R² = 0.959). The GOF index was 0.882, and the estimated-model SRMR was 0.043, supporting the overall adequacy of the model. Employee-oriented digital transformation does not independently guarantee the development of future workforce competencies; rather, its influence is primarily transmitted through modern HRD practices. Accordingly, organizations should integrate digital investments with continuous learning, reskilling, and employee development initiatives to build a future-ready workforce.