Suchergebnisse

The IPMA-HR competency model forms the basis for a certification training program developed by International Public Management Association for Human Resources (IPMA-HR) for HR professionals, which has been introduced into China in recent years. The program is welcomed by Chinese HR professionals and serves as fairly popular and influential competency training for human resources and the HR certification system of China. However, few scholars have conducted systematic tests and analyses on the model's stability, dependability and its scientific nature and no actual measurement has been performed on its reliability and validity as well. From empirical study perspective and on the basis of field survey and data collected in this study, we aim to test and analyze the four fundamental roles and twenty two competencies designed in the IPMA-HR Competency Model through using two main methods: the reliability & validity test and the path analysis. Besides concluding with positive findings of the program, we also summarize the practical applications of the IPMA-HR Competency Model in China's HR management and training market and propose our suggestions to improve the competency model in terms of a cultural identity perspective.