Technological advancements of the 21st century have transformed the approach of how HR professionals reason and execute their responsibilities, which has made the HR technology proponent competency a critical factor for organizational performance. This paper therefore tries to examine and bring to the fore, the relevance and input of the technology proponent competency of HR professional, and how HR professionals utilize the knowledge of this competency in today's global market of severe competition. The methodology employed in this study is the principles of inductive categorization, which ensured a systematic content analysis of selected relevant literature from previous studies as retrieved from online databases. Findings from the review of extant literature in the area of review show that the acquisition of certain basic technological competencies have influenced and enhanced HR work output, which has made HR professionals more efficient in the delivery of HR administrative functions like payroll processing, benefits, healthcare costs, and other administrative services.
This study investigated the relationship between HR competencies and organizational performance by adapting the Ulrich HR Role Model. The study also examined HR competencies such as strategic positioner, credible activist, capability builder, change champion, HR innovator/integrator, technology proponent and project facilitator. The research is based on 215 HR professionals from 20 consolidated banks located in South-West Nigeria. A quantitative approach was used for the analysis. The findings revealed that all HR competencies also have significant correlation with organizational performance. Furthermore, competency such as strategic positioner and technology proponent provide most impact to
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