NO Chinese Summary

In this study, all six HR competencies of Human Resource Competency Survey (HRCS) 2012 model – Strategic positioner, Credible Activist, Capability Builder, Change champion, HR innovator and Technology proponent were chosen to test how they can predict the effectiveness of an HR professional in the private sector in Mongolia. Moderating effects of Challenge and Hindrance stressor on the relationship between overall self-evaluated HR competencies and overall employees' perceived HR Effectiveness were also examined. A pair research design was applied, and a total of 360 validated questionnaires from 90 different private companies in Mongolia were received and analyzed. Confirmatory factor analysis and Cronbach's alpha analysis were performed to test the construct validity as well as the reliability of the chosen scales which were previously validated measurements in the existing literature. The pearson correlation, simple linear regression, and hierarchical regression were carried out to test the purposed hypotheses. The result showed that all six competencies of HRCS model 2012 significantly and positively contribute overall HR Effectiveness. However, all sub-dimensions of HR Effectiveness- HR service, HR Role, and HR contribution were not found to have a significant relationship with the six competencies. Also, the moderating effects of Challenge and Hindrance stressors were not verified. Implications for top management as well as HR managers were discussed.

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