Unpacking the mechanisms linking digital talent management to employee performance: Mediation by e-HRM and moderation by data analytics capability

In the digital era, organizations must reassess how they attract, develop, and manage talent as technological integration transforms human resource practices. This study investigates the influence of digital talent management on employee performance, with electronic human resource management serving as a mediating mechanism and data analytics capability acting as a moderating factor. Drawing on the Resource-Based View and Dynamic Capabilities Theory, a quantitative survey was conducted among employees in Vietnamese organizations that use digital human resource systems. Data were collected through an online survey from 375 employees working in medium and large-sized Vietnamese organizations that had adopted digital HR technologies. Using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 3.3.9 and a bootstrapping procedure of 5000 resamples, the proposed relationships were empirically examined. The study advances theory by showing that digital talent practices yield greater value when supported by strong electronic human resource systems and strategically embedded analytics capability.