The digital age has revolutionized human resource management (HRM) practices by introducing new technologies and changing employee expectations. Some of the significant transformations in HRM practices in the digital age include the adoption of online recruitment and selection processes, the use of digital tools for employee engagement, a shift towards continuous feedback and coaching models in performance management, and the availability of flexible and self-directed learning and development opportunities. Data analytics has also played a critical role in transforming HRM practices, enabling companies to make informed decisions about various HR functions. Companies that adapt to these changes and leverage digital tools are likely to have a competitive edge in attracting and retaining talent in the digital age. These changes have been driven by technological advancements, changing employee expectations, and a more competitive business environment. This study explains some of the key transformations in HRM practices in the digital age such as Recruitment and selection, Employee engagement, Performance management, Learning and development and Data analytics. This conceptual study explores the transformation of HRM practices in the digital age and its impact on organizations and employees. The study reviews existing literature on the evolution of HRM practices and identifies the key drivers of change in the digital age. The study highlights the implications of the transformation of HRM practices for organizations, such as the need for upskilling employees to stay relevant in the digital age, the importance of leveraging data analytics to make informed HR decisions, and the need for agile HR policies that can respond quickly to changing business needs. The study discusses the impact of digital transformation on employees, such as the changing nature of work, the need for digital literacy and adaptability, and the potential for increased flexibility and work-life balance.