Abstract
Orientation: The last two decades have seen a great interest in the development of human resource management (HRM) professional competence models to advance the value-add of HR practitioners in organisations. However, empirical research on competency requirements for HR practitioners in the South African context has not been forthcoming.Research purpose: The main objective of the present research was to validate a HRM competence measure for the assessment of professional HRM competencies in the workplace. Motivation for the study: Competency models can assist HR professionals in supporting their organisations to achieve success and sustainability.Research approach, design and method: A cross-sectional research approach was followed. The proposed HRM Professional Competence Model was administered to a diverse population of HR managers and practitioners (N = 483). Data were analysed using SPSS 22.0 for Windows. Main findings: Exploratory factor analysis resulted in three distinguishable competency dimensions for HR professionals: Professional behaviour and leadership (consisting of the factors Leadership and personal credibility, Solution creation, Interpersonal communication and Innovation), Service orientation and execution (consisting of the factors Talent management, HR risk, HR metrics and HR service delivery) and Business intelligence (consisting of the factors Strategic contribution, HR business knowledge, HR business acumen and HR technology). All factors showed acceptable construct equivalence for the English and indigenous language groups. Practical/managerial implications: Managers can utilise the validated competence measure to measure the performance of HR practitioners in the organisation. Contribution/value-add: This research adds to the limited HR professional competence measures that currently exist.
Highlights
The development of human resources (HR) competence models has a gained a great deal of attention over the past decade, assisting organisations to adapt to ongoing changes in the business world (Abdullah, Musa & Ali, 2011)
Competence models that allow for the description of different competences can assist HR professionals to support their organisations in achieving success and sustainability (Sikora & Ferris, 2014; Ulrich, Brockbank, Johnson, Sandholtz & Younger, 2008)
The findings revealed a gap in the knowledge of HR practitioners at all organisational levels on managing HIV/AIDS
Summary
The development of human resources (HR) competence models has a gained a great deal of attention over the past decade, assisting organisations to adapt to ongoing changes in the business world (Abdullah, Musa & Ali, 2011). Competence models that allow for the description of different competences can assist HR professionals to support their organisations in achieving success and sustainability (Sikora & Ferris, 2014; Ulrich, Brockbank, Johnson, Sandholtz & Younger, 2008). Empirical research on competency requirements for HR professionals in the South African context is scant. The few detailed empirical studies that were conducted in this field focused primarily on the desired roles and practices of HR practitioners in South African organisations (Coetzee, Mitonga-Monga & Swart, 2014; Magau & Roodt, 2010; Scheepers & Schuping, 2011; Schultz, 2010; Steyn, 2008; Van der Westhuizen, Van Vuuren & Visser, 2003; Van Vuuren & Eiselen, 2006; Van Wyk, 2006). The results of these studies illustrate the confusion regarding the roles and responsibilities of HR practitioners and their lack of competence to fulfil key roles
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
