Abstract
*Abstract* With the rapidly evolving global landscape, digital transformation has emerged as a key driver of organizational effectiveness, particularly in human resource (HR) management. Libyan institutions continue to rely on conventional and age-old HR practices, thereby introducing inefficiencies into the recruitment, performance appraisal, training, and management of information. Existing systems are disconnected, lacking access to real-time information and being vulnerable to human errors, which significantly hinders productivity and transparency in general. This study recommends a comprehensive investigation of the contribution of digital transformation towards enhancing HR efficiency in Libyan institutions. The novelty of this study lies in its contextual framework of Libya's post-conflict institutional rebuilding, where digital integration is not merely a technical shift but a strategic necessity for sustainable governance and workforce change. The study adopts a mixed-methods approach that weaves together quantitative HR professional and employee surveys and qualitative high-level HR manager interviews. Descriptive statistical analysis of survey findings is presented along with thematic analysis of interview data in an effort to determine how digital technology impacts main-stream HR procedures. Findings indicate that there is a positive correlation between the use of digital and efficiency in HR across functions such as saving time, right decision making, and boosting morale. However, there are quite substantial barriers of poor infrastructure, low digital literacy, and resistance to change still present. Based on the above analysis, some recommendations are proposed by the study for capacity development, strategic application of policy, and investment in digital infrastructure that will lead to successful digital transformation in HR for Libyan institutions.