The Development of Human Resource Practitioner Competency Model Perceived by Malaysian Human Resource Practitioners and Consultants: A Structural Equation Modeling (SEM) Approach

Abdul Hamid Abdullah, Raja Mohamed Fauzi Raja Musa, Juhary Haji Ali

Abstract


The development of Human Resource (HR) competency models/frameworks is an area that has gained a great
deal of interest over the years. Most of the notable HR competency models are developed in the USA and
Europe. The aim of the study was to develop an empirically substantiated HR Practitioner Competency Model.
The HR Practitioner Competency Model with significant competencies was developed through the
administration of a self developed survey questionnaire administered to HR practitioners and HR consultants in
Malaysia. The study undertaken is an extrapolation of the notable studies carried out primarily by Brewster et al.
(2000), Brockbank and Ulrich (2003), and Ulrich et al. (2008). The competency domains in the
generic/behavioural competency category, business competency category, and the technical HR competency
category were analysed using exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and
structural equation modeling (SEM). Altogether 12 competency domains and 103 items were analysed. The
competency categories significant in the study were the generic/behavioural competency category and the
technical HR competency category. The business competency category was not significant in the study. The
competency domains significant in the HR Practitioner Competency Model were: relationship building and
process drivers; personal credibility and attributes; resourcing and talent management; and employee relations
and compliance. Altogether 14 competency factors were significant in the study and these include process
management, flexibility, information seeking, strong initiative, pride at work, pro-activeness, ability to change,
leadership, organisation development, career planning, succession planning, human performance improvement,
discipline, and occupational safety and health. The empirically tested HR Practitioner Competency Model was
derived in a local Malaysian cultural setting and it will benefit the HR practitioners, HR consultants, HR
communities of practice, the academia, organisations, and other related individuals.

Full Text: PDF DOI: 10.5539/ijbm.v6n11p240

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International Journal of Business and Management   ISSN 1833-3850 (Print)   ISSN 1833-8119 (Online)

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