Abstract
Modern Public Administration stands at a critical crossroads, while transitioning from the traditional bureaucratic structure to the era of "Algorithmic State Architecture," where its constituent elements function as interdependent layers, rather than fragmented parts. Despite institutional progress, international literature identifies a strong research gap in the public sector, which lies in the isolated study of the areas of technological infrastructure, digitalization, Artificial Intelligence (AI) and public human resource management. In other words, the link of the two and how it leads to human resources skills’ development and employee efficiency enhancement is neither studied nor identified.
Previous studies have analyzed variables such as goal-setting, employee appraisal, skills and employee efficiency, but there is a lack of research in the digitized version of the above. The electronic goal-setting process and electronic appraisal, as well as the potential relationship among these variables with skills development and employee performance, have remained unexplored. More specifically, there is a shortage of empirical evidence that details how the digitalized and AI-integrated processes contribute to skills’ enhancement and measurable enhancement in employee performance, in the unique context of the Public Sector.
The present study aims to fill this gap in the literature, and explore digital goal-setting and employee performance appraisal, in a case study approach, focusing in the complex Public Sector in Greece. It also seeks to reshape public administration practices and improve the skills development of human resources, at all levels and in all specialties involved. Moreover, it aims to demonstrate that when developing human resources through the platform, results are enhanced. Also how the use of innovative digital tools in human resource management combined with cutting-edge technologies, Artificial Intelligence (AI), and system interoperability, significantly impact the development of human resources' skills and the maximization of employee performance.
For this purpose, a combined conceptual model is proposed that integrates Goal-Setting Theory, the Technology Acceptance Model and Human Capital Theory. Methodologically, a quantitative study is planned, using a structured questionnaire among public servants in Greece to test the correlation between digital goal-setting/evaluation (independent variable), skills development (mediating variable), and performance (dependent variable).