Developing a Model of Human Resource Management

Due to major changes in the activities, procedures, and business of human resource management (HRM) over the past years, the "human resource managers' competency" has been taken into consideration by relevant organizations and associations. Identification of roles, which are expected of human resource management in global organizations, provides the main framework for developing competency models for human resource managers. Furthermore, such models do not consider personal competencies. The present study aimed to improve the competency-based human resource management model by Dave Ulrich. The statistical population consisted of 180 human resource managers and employees who were selected by census sampling. Cronbach's alpha coefficient was equal to 0.76. The research method had a descriptive-analytical type and used confirmatory factor analysis (CFA), and structural equation modeling (SEM). The results confirmed the validity and reliability of the competency factors and tools.