Training and Development in the Age of Digital Transformation Explore innovative training methods that address the challenges of digital transformation in organizations

The following broad research questions will thus guide this study: This study will seek to establish the following relationship: Training and development, human resource planning (HRP) and adaptation to digital transformation (ADT) Relationship: Technological competence as the moderating variable. This enabled the use of a blended quantitative research design and a cross-sectional survey research design. The survey involved 399 employees from different organizations that are experiencing digitally driven changes. Participants drawn from both private and public organizations forming the sample were of different ages, and some held different levels of education. SEM and MSEM were used to analyse the relationships posited in this study. The study reveals that both training and development and HRP have significant positive effects on ADT. Technological competence was found to have a direct positive impact on ADT. Importantly, technological competence moderates the relationship between HRP and ADT, but does not moderate the relationship between training and development and ADT. These results therefore provide an understanding of the relationship between human resource management practices, technological competencies and organizational strategies in digital transformation adaptation. This research also aims to complement the current bodies of knowledge on digital adaptation by predicting the positive impacts of training and development, HRP, and technological competence on digital adaptation simultaneously.