Analysis of the most common human resource competency models that need to be updated
DOI:
https://doi.org/10.14267/VEZTUD.2023.05.06Kulcsszavak:
humántőke-elmélet, humánerőforrás-kompetenciamodell, Ipar 4.0, digitális készségek, HR elemzői és vállalkozói készségekAbsztrakt
Az orosz-ukrán háború, a világjárvány és az Ipar 4.0 által a munkahelyeken bekövetkező változások miatt talán a mostani a történelem egyik legnehezebb és legkiszámíthatatlanabb időszaka. A menedzserek előtt álló, megoldandó napi problémák sok kihívással járnak, ezért új kompetenciákat kell alkalmazni. A tanulmány kutatási keretét az emberi tőke elmélete támasztja alá. A korábban kidolgozott HR-kompetenciamodellek áttekintése után egy általánosan alkalmazható HR-kompetenciamodell hat területét ismertetjük a tanulmányban, melyek a következők: (1) üzleti, (2) személyes, (3) HR-eszközök, gyakorlatok és folyamatok, (4) HR-információs rendszer és analitika, (5) változás, valamint (6) szervezettel és kultúrával kapcsolatos kompetenciák. A digitális készségeket, a HR-analitikát, a HR-kapcsolatokat és a vállalkozói készségeket tanácsos figyelembe venni a helyi HR kompetenciamodell kidolgozásakor, mivel a cégek a jelenlegi virtuális és technológiaorientált üzleti környezethez igazodva átszerveződnek.
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