EMERGING TRENDS IN HUMAN RESOURCE MANAGEMENT: EXPLORING DIGITAL TRANSFORMATION, EMPLOYEE WELL-BEING, AND REMOTE WORK PARADIGMS

This research examines how digital transformation, employee well-being, and the new normal of remote work affect organizational performance in Pakistan’s corporate city of Karachi. Thus, the enhancements in the usage of digital solutions and flexible working arrangements, as well as the focus on employees’ health, define organizational effectiveness in the modern world. Therefore, the study aims to establish the role these factors play in the performance of organizations. The study used both qualitative information obtained from the existing research and quantitative data elicited from respondents who filled in the closed-ended questionnaire through email. The current research involved 120 employees in Karachi’s corporate sector, and data was gathered through convenience sampling. Quantitative data was analyzed using SPSS, and frequency analysis and regression analysis were applied. With reference to the research questions, quantitative data was analyzed using frequency analysis and regression analysis and the following findings: Digital transformation has a positive effect on organizational performance = 0.564, p<0.05, Employee well-being has a positive effect on organizational performance = 0.520, p<0.05 while for remote work paradigms, no significance effect was found on organizational performance = 0.128, p>0.05. The findings reveal that digital transformation and employee well-being have significant positive effects on organizational performance, while remote work paradigms showed no statistically significant relationship. The value of R-squared is only 0.015, suggesting that other factors play a role in determining the performance of the organization. The study reveals that as digital transformation and employee well-being are seen as key to enhancing organizational outcomes, the effectiveness of remote work might be contingent on enablers such as technology support and managerial attitudes. Specific strategies are to continue technology investments, improve or upgrade/promote employee fitness initiatives, and optimize remote working initiatives for maximum organizational advantage.