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Required human resources competencies in the future: a framework for developing HR executives in Hong Kong

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  • Selmer, Jan
  • Chiu, Randy

Abstract

The management of human resources has emerged as a critical factor in creating and maintaining the competitive edge of a business. The HR manger should be a business partner who plays the role as a diagnostician and a strategist in the company. Hong Kong HR practitioners are known to be poorly equipped to play such a part since professional HRM training in Hong Kong have largely neglected strategic aspects. At the time of the study, Hong Kong experienced its worst economic downturn since 1984 where bankruptcy and unemployment are at an all time high. This study aimed to provide updated views on the competency needed for future HR leaders in Hong Kong in face of the challenges ahead. Against the background of a literature review, a survey contrasted the views of CEOs and HR executives regarding the required level of competencies of future HR leaders in Hong Kong. The findings establish an empirical basis for a framework guiding the direction and content of the future development of HR practitioners in Hong Kong.

Suggested Citation

  • Selmer, Jan & Chiu, Randy, 2004. "Required human resources competencies in the future: a framework for developing HR executives in Hong Kong," Journal of World Business, Elsevier, vol. 39(4), pages 324-336, November.
    • Handle: RePEc:eee:worbus:v:39:y:2004:i:4:p:324-336
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    References listed on IDEAS

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    1. K Hafeez & H Abdelmeguid, 2003. "Dynamics of human resource and knowledge management," Journal of the Operational Research Society, Palgrave Macmillan;The OR Society, vol. 54(2), pages 153-164, February.
    2. Richard M. Locke & Kathleen Thelen, 1995. "Apples and Oranges Revisited: Contextualized Comparisons and the Study of Comparative Labor Politics," Politics & Society, , vol. 23(3), pages 337-367, September.
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    Cited by:

    1. Thuduwage Lasanthika Sajeevanie, 2020. "The Role of Line Managers and Practice of Strategic Human Resource Management: A Study Based on Sri Lankan Listed Companies," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 4(11), pages 218-220, November.
    2. Barišić, Anton Florijan & Rybacka Barišić, Joanna & Miloloža, Ivan, 2021. "Digital Transformation: Challenges for Human Resources Management," Proceedings of the ENTRENOVA - ENTerprise REsearch InNOVAtion Conference (2021), Hybrid Conference, Zagreb, Croatia, in: Proceedings of the ENTRENOVA - ENTerprise REsearch InNOVAtion Conference, Hybrid Conference, Zagreb, Croatia, 9-10 September 2021, pages 357-366, IRENET - Society for Advancing Innovation and Research in Economy, Zagreb.
    3. Irene Chow & Stephen Teo & Irene Chew, 2013. "HRM systems and firm performance: The mediation role of strategic orientation," Asia Pacific Journal of Management, Springer, vol. 30(1), pages 53-72, March.
    4. Mishra, Sushanta Kumar & Bhatnagar, Deepti & D’Cruz, Premilla & Noronha, Ernesto, 2012. "Linkage between perceived external prestige and emotional labor: Mediation effect of organizational identification among pharmaceutical representatives in India," Journal of World Business, Elsevier, vol. 47(2), pages 204-212.
    5. Ali M. S. Al-Raqadi, 2019. "Developing ships’ repair OI and OP in the Omani dockyard: co-association of proficiency, efficiency and concentration in the knowledge environment," International Journal of System Assurance Engineering and Management, Springer;The Society for Reliability, Engineering Quality and Operations Management (SREQOM),India, and Division of Operation and Maintenance, Lulea University of Technology, Sweden, vol. 10(5), pages 1105-1120, October.

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