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Human resources competencies scale development and validation: an Iranian measure

机译：人力资源竞争力规模发展和验证：伊朗衡量

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摘要

Purpose - The purpose of this paper is standardize and provide a multidimensional measure for assessing human resources competencies (HRCs) scale. Design/methodology/approach - The data collected in this study were 2018 from the 234 people selected from 603 managers and experts in human resources of selected firms existing in the Yazd Industrial Town randomly. Based on the model of HRCs designed by Ulrich et al. (2008), a questionnaire was developed to assess HRCs. Internal consistency and split-half methods were used to obtain the reliability of the instrument. Content validity and construct validity of the instrument were also assessed through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Findings - This paper elucidates a key scale for assessing HRCs including three dimensions: knowledge business, functional expertise and managing change. Also, results revealed that two items were then dropped from the questionnaire as they were unreliable, and a final 31 items were extracted to form the scale for assessing HRCs. The coefficients for Cronbach 's α and split-half were 0.963 and 0.947, respectively. In EFA, Kaiser-Meyer-Olkin test yielded optimal 0.962, and Bartlett's test was statistically significant. Additionally, three factors with eigenvalues higher than 1 explained 63% of the total variance. Hence, CFA confirmed the results from EFA too. Moreover, the model proved to enjoy a good fit. Practical implications - The scale is useful for both researchers and practitioners. Also, the scale provides researchers with a sought-after conceptualization of HRCs. Originality/value - Consequently, considering that the validity and reliability indices of HRCs were estimated to be desirable, the authors believe that the developed questionnaire can be used as an appropriate scale for measuring HRCs in future research.
机译：目的 - 本文的目的是标准化，并为评估人力资源竞争力（HRC）规模提供多维措施。设计/方法/方法 - 本研究中收集的数据是2018年，来自603名经理和专家组的234人，其中亚兹德工业镇的选定公司的人力资源随机。基于Ulrich等人设计的HRC模型。 （2008），开发了一个调查问卷以评估HRC。内部一致性和分型半方法用于获得仪器的可靠性。还通过探索因子分析（EFA）和确认因子分析（CFA）来评估仪器的内容有效性和构建效力。调查结果 - 本文阐明了评估HRC的关键规模，包括三个维度：知识业务，功能专业知识和管理变革。此外，结果表明，然后从调查问卷中删除两种物品，因为它们不可靠，并提取最终31项以形成评估HRC的规模。 Cronbach的α和分裂的系数分别为0.963和0.947。在EFA中，Kaiser-Meyer-Olkin测试产生了最佳的0.962，并且Bartlett的测试在统计上显着。此外，具有高于1的特征值的三个因素解释了总方差的63％。因此，CFA也证实了EFA的结果。此外，该模型证明享有良好的契合。实际意义 - 规模对研究人员和从业者都很有用。此外，规模还为研究人员提供了追捧的HRC概念化。原创性/价值 - 考虑到估计HRC的有效性和可靠性指数是可取的，所以提交人认为，发达的问卷可以用作测量未来研究中HRC的适当规模。

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