Enabling organizational performance through HR automation and behavioral competencies

Abstract

In recent years, use of information technology has created a profound effect on human resources processes and practices. However, relatively little research has examined its effectiveness, and most of the existing studies have not assessed the degree to which these new systems enable organizations to reach their HR goals by using its competency framework especially how behaviors related to competency delivers superior performance. The current study is an attempt to know that instead of having a general assessment of behavioral competency the research is focused on various competency indicators associated with behavioral competencies to measure their relative importance. For the study three behavioral competencies were identified and six behavioral indicators attached to each of them were listed down representing the behavioral competencies related to building relationship in organizational or business context. The data has been collected in the form of structured questionnaire from the employees of telecom companies in north India, the total responses received from 530 highly effective employees against 18 behavioral indicators. It has been analyzed with the help of regression and the result reveals the not all the 18 behavioral competency indicators affecting highly effective performance equally, some are having positive impact and some are having negative impact. The study also suggests how tools of HR automation, HR analytics, artificial intelligence can be used in the area of talent acquisition, talent management, managing performance at work and delivering superior performance to ensure competitive advantage over others.