Advancing Performance Management through Digital Transformation in Human Resource Practices
TL;DR
This study proposes a conceptual framework to explore how human resource (HR) practices influence effective performance management through the mediating role of digital transformation, and develops a conceptual framework linking HR practices and performance management via digital transformation.
Abstract
This study proposes a conceptual framework to explore how human resource (HR) practices influence effective performance management through the mediating role of digital transformation. Drawing on a structured literature review of studies published between 2015 and 2025 in databases such as Scopus, Google Scholar, and Thai Journals Online, the paper synthesizes theoretical and empirical work on performance management, HR roles, and digital transformation in private‑sector organizations. Grounded in Ulrich’s HR role model, the framework identifies strategic partnering, administrative efficiency, employee advocacy, and change agency as core dimensions of HR practices. Digital transformation is conceptualized as a mechanism that enables these practices to translate into improved performance outcomes by integrating digital tools, aligning strategy, enhancing employee competencies, and promoting agile work processes. The review highlights a theoretical gap in understanding how HR can leverage technology to drive employee engagement, goal clarity, and productivity in the digital era, particularly in developing economies. This study contributes to the HRM and digital transformation literature by clarifying the relationship between strategic HR functions and technology in performance systems and by offering a review‑based foundation for future empirical research on digitally enabled performance management. HighlightsHere are five highlights for “Advancing Performance Management through Digital Transformation in Human Resource Practices”:• Develops a conceptual framework linking HR practices and performance management via digital transformation.• Identifies four key HR roles—strategic partner, administrative expert, employee advocate, and change agent—that drive digital-enabled performance improvement.• Reveals how AI and analytics enhance real-time feedback, employee engagement, and agile work processes.• Integrates HR management and digital transformation theories to address research gaps in developing economies.• Provides actionable insights for HR leaders and policymakers to align technology with human-centered performance strategies.