This study used human resource management as an intermediary to investigate the impact of digitisation on employee engagement in Malaysia and China. It aimed to understand the effects of technological advancements on worker involvement while considering country variances. The research used a quantitative methodology, surveying 778 individuals from both countries to gather data. The study revealed a robust beneficial connection between digital transformation and employee engagement, using human resources management practices as a mediating factor. Digital initiatives enhanced managerial interactions, teamwork, and morale; nonetheless, the outcomes exhibited considerable variability. Active leadership and admiration in Malaysian businesses led to increased levels of involvement. These entities tended to put worker wellness, collaboration, and inclusion first. Chinese organisations, on the reverse, put more focus on performance, efficacy, and data-driven decisions. This had the opposite impact on how people believed about their jobs and how involved they were. The results showed how important it is to change electronically stored HR procedures to meet cultural factors to get the most participation. The research discovered that employee engagement ratings in both countries significantly increased when novel technology was meticulously integrated with tailored HR approaches and cultural considerations. In the face of constant changes in technology, those results showed that both technology-based and people-based methods are needed to keep employees interested and devoted. The study enhanced the awareness of the effective use of digital tools within many cultural settings, aiming to improve managerial productivity and employee engagement with modern communication...