Evolving job competencies for the human resource professional in the 21st century

by Parker, Phyllis Felton, Ph.D., CAPELLA UNIVERSITY, 2013, 123 pages; 3558973


The trend in business continues to shift based on global internal and external environmental factors. Competition among businesses in the 21st century provides new challenges for the human resource (HR) professional to keep pace with the issues of new competency demands and the development of those competencies. HR professionals are expected to support (a) business development, (b) organizational growth, (c) the challenge of competing industries, and (d) wide-ranging multigenerational cultural diversity. Additionally, as the role of the HR professional continues to evolve, the need for traditional job knowledge, skills, and abilities still exist. While it is important for HR professionals to keep pace with 21st-century changes in culture, technology, economic shifts, and demographics, existing scholarly literature does not reveal a consensus among HR researchers for one definitive HR competency model. A continuing examination to forecast and assess the evolution of the role of the HR business professional, in addition to characterizing factors that influence the importance of the evolving role of HR professionals, would be a viable contribution to the existing body of scholarly literature. This research study used a qualitative case study design methodology to examine responses to the question of evolving job competencies for the HR professional in the 21st century. The strength of this methodological approach was the use of a small purposeful sample of HR professionals to obtain data-rich information. HR professionals were interviewed to assess their perceptions and experiences regarding the identification of 21st-century HR job competencies positively influencing the business environment. The results of the research study concluded that there were seven specific HR competency characteristics essential in effectively supporting 21st-century business organizations. These competency characteristics included having a strategic business focus, possessing business acumen, being an effective change agent, demonstrating effective consulting and communication skills, possessing global and cultural awareness, having HR technical knowledge and professional expertise, and understanding when to apply the appropriate ethical practices. Participant responses contributed additional insight for the research community and raised awareness in the business community of the perceptions of HR professionals.

AdviserJean Gordon
Source TypeDissertation
SubjectsBusiness administration; Management
Publication Number3558973

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