Purpose

The purpose of this paper is standardize and provide a multidimensional measure for assessing human resources competencies (HRCs) scale.

Design/methodology/approach

The data collected in this study were 2018 from the 234 people selected from 603 managers and experts in human resources of selected firms existing in the Yazd Industrial Town randomly. Based on the model of HRCs designed by Ulrich et al. (2008), a questionnaire was developed to assess HRCs. Internal consistency and split-half methods were used to obtain the reliability of the instrument. Content validity and construct validity of the instrument were also assessed through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA).

Findings

This paper elucidates a key scale for assessing HRCs including three dimensions: knowledge business, functional expertise and managing change. Also, results revealed that two items were then dropped from the questionnaire as they were unreliable, and a final 31 items were extracted to form the scale for assessing HRCs. The coefficients for Cronbach’s α and split-half were 0.963 and 0.947, respectively. In EFA, Kaiser-Meyer-Olkin test yielded optimal 0.962, and Bartlett’s test was statistically significant. Additionally, three factors with eigenvalues higher than 1 explained 63% of the total variance. Hence, CFA confirmed the results from EFA too. Moreover, the model proved to enjoy a good fit.

Practical implications

The scale is useful for both researchers and practitioners. Also, the scale provides researchers with a sought-after conceptualization of HRCs.

Originality/value

Consequently, considering that the validity and reliability indices of HRCs were estimated to be desirable, the authors believe that the developed questionnaire can be used as an appropriate scale for measuring HRCs in future research.

中文翻译：

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人力资源能力量表的开发和验证：伊朗的一项措施

目的

本文的目的是标准化并为评估人力资源能力（HRC）量表提供多维度的衡量标准。

设计/方法/方法

本研究收集的数据是 2018 年从亚兹德工业城中随机存在的选定公司的 603 名经理和人力资源专家中选出的 234 人。基于 Ulrich等人设计的 HRC 模型。(2008)，开发了一份问卷来评估 HRC。内部一致性和分半法用于获得仪器的可靠性。还通过探索性因素分析 (EFA) 和验证性因素分析 (CFA) 评估了该工具的内容效度和结构效度。

发现

本文阐述了评估 HRC 的关键量表，包括三个维度：知识业务、职能专长和管理变革。此外，结果显示，随后有两个项目因不可靠而从问卷中删除，最后提取了 31 个项目以形成评估 HRC 的量表。Cronbach's α 和 split-half 的系数分别为 0.963 和 0.947。在 EFA 中，Kaiser-Meyer-Olkin 检验得出最佳值 0.962，Bartlett 检验具有统计学意义。此外，特征值高于 1 的三个因子解释了总方差的 63%。因此，CFA 也确认了 EFA 的结果。此外，该模型被证明非常适合。

实际影响

该量表对研究人员和从业人员都很有用。此外，该量表为研究人员提供了广受欢迎的 HRC 概念。

原创性/价值

因此，考虑到 HRC 的效度和信度指标估计是可取的，作者认为开发的问卷可以用作未来研究中衡量 HRC 的合适量表。