The competency-based approach to HR management education

Nowadays, global HR competencies depend on the global development of HR profession. One of the most significant aspects of the international human resources management development is the awareness about HR practices and peculiarities in the countries in which companies operate (Domsch, & Lidokhover, 2007). The main problem in the modern HRM education is how to find a way of developing ࢠglobally competent peopleࢠwho would be able to function well in a global business environment and, at the same time, in local business environment? The competence approach starts from observing successful and effective job performers to determine how these individuals differ from less successful performers. In order to analyze expectations concerning the HR effectiveness, the study 1 defined important HR competencies in the local business environment (cultural, national, organizational and time contexts). The result of the group discussion indicates that: (1) the most expected areas of HR competencies are personal competencies dealing with the self and social competencies dealing with others; (2) there are very few expectations about cognitive competencies, as workforce planning and analytics, mastering HR processes and talent management; (3) the effectiveness of HR manager depends mostly on relationships with colleagues and management and on social approval of his/her works; (4) the development of HR profession in Ukraine needs clear vocational standards of work performance and a nation-wide unified system of work-based qualifications. Analyzing HR competencies which make managers successful in the local business environment (cultural, national, organizational and time contexts) results of the study 2 found that HR competencies are positively related to career success. Moreover, in terms of helping employees to achieve career success, the cognitive HR competencies are crucial. In addition to personal and social competencies, such as self-managemant, reflection and networking, the cognitive competencies play more important role in building the career of HR professional. In counseling or educational program, these aspects should therefore be of primary focus. HR competencies mediate the relationship between general self-efficacy and career success. The general self-efficacy is not sufficient for employee to lead to his/her career success; the self-efficacy should be supported by the assessment of employee's professional competence.