The reciprocal relationship between human resource management professionalism and a diverse South African workplace context

Abstract

The main objective of this research was to determine the interactive relationship between human resource management (HRM) professional competencies and background variables of employees in diverse South African work place context. A Human Resource professional competency measure was administered among HR practitioners and managers (N=483) from a variety of South African organisations. The results showed that significant differences exist between the respondent's perceptions of the importance of HRM competencies based on their age, educational qualifications years of work experience and management level. Respondents aged 20-29 years viewed the leadership- and personal credibility, solution creation, HR metrics, HR service delivery and HR technology as less important than older employees. Respondents with a higher level qualification viewed the HRM competencies of Leadership- and personal credibility, talent management, HR risk, HR service delivery, Strategic impact, HR business knowledge, Business acumen and HR technology as more important than respondents with a lower level qualification. Respondents with 11 to 15 years of work experience regarded the solution creation competency as more importance that did those with 0 to five years of work experience. Respondents employed on middle management level viewed the competency of being able to perform metrics as more important than did those employed on operational level. Recommendations are made.