Reskilling and Upskilling as HR Adaptation Strategies in the Era of Digital Transformation: The Role of Employee Agility in Improving Organizational Performance in the Live Streaming Industry
DOI:
https://doi.org/10.55927/marcopolo.v4i6.48Keywords:
Reskilling, Upskilling, Employee AgilityAbstract
Digital transformation has changed organizational operational patterns in the live streaming industry so that it demands higher adaptability of human resources. Rapid technological changes cause organizations to develop competency management strategies that are able to increase workforce readiness to face digital job demands. Reskilling and upskilling are widely used approaches to strengthen employee capabilities, but the mechanism that explains the relationship between the two strategies and organizational performance still needs further study. This study aims to analyze the effect of reskilling and upskilling on employee agility, test the influence of employee agility on organizational performance, and analyze the mediating role of employee agility in the relationship between reskilling, upskilling, and organizational performance in the live streaming industry. The research uses a quantitative approach with an explanatory research design. The research sample is 250 employees of the live streaming industry who were selected using purposive sampling techniques. Data were collected through a five-point Likert scale-based questionnaire and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with the help of SmartPLS 3. The results of the analysis showed that reskilling had a positive effect on employee agility (β=0.453; p<0.001), upskilling had a positive effect on employee agility (β=0.344; p<0.001), and employee agility had a positive effect on organizational performance (β=0.435; p<0.001). Reskilling and upskilling also had a direct effect on organizational performance. Mediation testing showed that employee agility significantly mediated the relationship between reskilling and upskilling on organizational performance.Digital transformation has changed organizational operational patterns in the live streaming industry so that it demands higher adaptability of human resources. Rapid technological changes cause organizations to develop competency management strategies that are able to increase workforce readiness to face digital job demands. Reskilling and upskilling are widely used approaches to strengthen employee capabilities, but the mechanism that explains the relationship between the two strategies and organizational performance still needs further study. This study aims to analyze the effect of reskilling and upskilling on employee agility, test the influence of employee agility on organizational performance, and analyze the mediating role of employee agility in the relationship between reskilling, upskilling, and organizational performance in the live streaming industry. The research uses a quantitative approach with an explanatory research design. The research sample is 250 employees of the live streaming industry who were selected using purposive sampling techniques. Data were collected through a five-point Likert scale-based questionnaire and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with the help of SmartPLS 3. The results of the analysis showed that reskilling had a positive effect on employee agility (β=0.453; p<0.001), upskilling had a positive effect on employee agility (β=0.344; p<0.001), and employee agility had a positive effect on organizational performance (β=0.435; p<0.001). Reskilling and upskilling also had a direct effect on organizational performance. Mediation testing showed that employee agility significantly mediated the relationship between reskilling and upskilling on organizational performance.
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