Expertise, Performance, and Value: Transformation Valuation Paradigm in the Digital Age

Aisyah Nur Aulya; Soraya Dwi Valentina; Rayhan Athafadellio Muhammad; Mochammad Isa Anshori

doi:10.55927/ijems.v3i5.10

Authors

Aisyah Nur Aulya Fakultas Ekonomi dan Bisnis, Universitas Trunojoyo Madura
Soraya Dwi Valentina Fakultas Ekonomi dan Bisnis, Universitas Trunojoyo Madura
Rayhan Athafadellio Muhammad Fakultas Ekonomi dan Bisnis, Universitas Trunojoyo Madura
Mochammad Isa Anshori Fakultas Ekonomi dan Bisnis, Universitas Trunojoyo Madura

DOI:

https://doi.org/10.55927/ijems.v3i5.10

Keywords:

Digital Transformation, Performance Assessment, Digital Competencies, Human Resources, HR Management

Abstract

This study aims to investigate the evolution of human resource (HR) assessment systems in the digital era through a systematic literature review (SLR) that addresses the latest trends, models, and challenges in performance management. Digitalization has brought about a fundamental shift from conventional, administrative assessment systems to a paradigm of data-driven assessment strategies and digital competencies. This study identifies three main pillars of HR assessment transformation: digital expertise, data-driven performance, and the integration of organizational values and ethics. The analysis shows that modern assessment systems must be able to accommodate the needs of innovation, adaptability, and holistic contributions to achieving organizational goals. In addition to increasing efficiency, digitalization requires organizations to develop technological competencies across all HR while maintaining the human dimension and work ethics. This study recommends the implementation of a technology-based sustainable performance management system, enhanced upskilling and reskilling programs, and updated measurement tools to measure innovative work competencies and behaviors in addition to quantitative targets. Further research is recommended to explore the empirical application of digital assessment frameworks in various sectors and highlight the ethical aspects of technology use in HR evaluation

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