Most of the organizations today look forward to streamlining their business with the rapid needs of the society. However, they do not consider the holistic view of various digital driving factors. The paper aimed to develop a structural framework using the enablers of Digital Transformation (DT) by applying qualitative and rational approaches to develop a conceptual model of DT adoption for various industries. The assimilated approach of Delphi and Interpretive Structural Modelling demonstrated the qualitative data-driven theoretical structure by identifying fourteen enablers of DT and developed a logical model in nine levels. The driving and dependency powers of each enabler were portrayed in MIC MAC analysis. The government regulation and market pressure found as key drivers with strong driving and low dependency powers occupying the lowest level which influences customer demand, behavior and expectations and process, performance improvement of the business. The model demonstrates a deep understanding of global firms to leverage various dimensions while taking transformation decisions in their business process and gain a competitive edge. Further, any organization that looks for adopting digital transformation can consider these factors or models in deciding the implementation process. It recommends researchers to validate the model or may prioritize the factors and sub-factors for multi-criterion based decision making process for unique findings.

This paper aims to provide a fuzzy framework for aligning human resources strategies with busi-ness strategies at The University of Applied Science and Technology. This research is an applied research based on the purpose and the research time horizon is cross sectional. In this research, 15 experts are identified using snowball method. The necessary data are gathered based on 3 questionnaires including Delphi questionnaire, human resources (HR) and business strategic questionnaire. The results show that some couples of HR strategies were aligned with business strategies. Then “if-then” rules are described in FuzzyTech software and the study determines which business strat-egies must be aligned with human resources strategies using the analysis. The paper ends by providing some suggestions based on 16 possible scenarios.