Purpose : This study explored the influence of human resource competencies on human resource management (HRM) effectiveness, focusing on Generation Y human resource professionals in India’s construction industry. The purpose was to examine the relationships between HR competencies, strategic HR roles, and HRM effectiveness, focusing on the mediating role of strategic HR roles and the moderating effect of generational differences.

Methodology : In this study, HR competencies were considered as the independent variable, strategic HR roles as the mediating variable, HRM effectiveness as the dependent variable, and Generation Y as the moderating variable. A quantitative approach was used, collecting data from 386 HR professionals using a structured questionnaire, and the data were analyzed using SMART PLS.

Findings : The findings revealed that HR competencies in business knowledge, HR delivery, and change management positively influenced the performance of strategic HR roles. These roles, in turn, contributed to HRM effectiveness. However, the study found no significant moderating effect of Generation Y on the relationship between HR competencies and strategic roles. Strategic HR roles mediated the relationship between competencies and HRM effectiveness, highlighting that competencies alone were insufficient without their application in strategic roles.

Practical Implications : Organizations should prioritize the universal development of HR competencies by ensuring that training and development programs are accessible and beneficial to HR professionals of all age groups. This approach promoted continuous learning and development, enabling HR professionals to engage in strategic roles. However, this study was not free from limitations and allows scope for future researchers, as discussed in this paper.

Originality : The study’s originality lay in its application of role theory and its focus on the Indian construction industry, providing insights into the strategic role of HR professionals in a non-Western context.

1. Ahamed, M. N., & Mariappan, M. (2023). A study to determine human-related errors at the level of top management, safety supervisors & workers during the implementation of safety practices in the construction industry. Safety Science, 162, Article ID 106081. https://doi.org/10.1016/j.ssci.2023.106081
2. Ahmad, A., Zafar, J., Hafeez, M. H., & Aamir, M. (2019). Measuring the influence of HR professionals' competencies and effectiveness. Pakistan Journal of Social Sciences, 39(2), 603–613. https://pjss.bzu.edu.pk/index.php/pjss/article/view/686
3. Alabi, K. O., Adedeji, A. A., Mahmuda, S., & Fowomo, S. (2024). Predictive analytics in HR: Leveraging AI for data-driven decision making. International Journal of Research in Engineering, Science and Management, 7(4), 137–143. https://www.researchgate.net/publication/380297920
4. Arora, R., & Pratibha. (2022). Relationship between flexible work arrangements, well-being, and performance of employees during the COVID-19 pandemic. Prabandhan: Indian Journal of Management, 15(2), 8–23. https://doi.org/10.17010/pijom/2022/v15i2/168332
5. Azam, M. S. (2023). How can we build human resources (HR) that deliver value? A systematic literature review of traditional and transformational HR roles. Global Business and Organizational Excellence, 42(4), 81–92. https://doi.org/10.1002/joe.22191
6. Badar, K., & Lasthuizen, K. (2023). Twenty years of research on millennials at work: A structural review using bibliometric and content analysis. Sustainability, 15(9), 7058. https://doi.org/10.3390/su15097058
7. Barnreuther, S. (2023). Disrupting healthcare? Entrepreneurship as an “innovative” financing mechanism in India's primary care sector. Social Science & Medicine, 319, Article ID 115314. https://doi.org/10.1016/j.socscimed.2022.115314
8. Beatty, R. W., & Schneier, C. E. (1997). New HR roles to impact organizational performance: From “partners” to “players.” Human Resource Management, 36(1), 29–37. https://doi.org/10.1002/(SICI)1099-050X(199721)36:1<29::AID-HRM7>3.0.CO;2-Y
9. Belte, A. (2021). New avenues for HRM roles: A systematic literature review on HRM in hybrid organizations. German Journal of Human Resource Management, 36(2), 148–179. https://doi.org/10.1177/23970022211049533
10. Bhatnagar, J. (2007). Predictors of organizational commitment in India: Strategic HR roles, organizational learning capability, and psychological empowerment. The International Journal of Human Resource Management, 18(10), 1782–1811. https://doi.org/10.1080/09585190701570965
11. Boldizzoni, D., & Quaratino, L. (2011). The role of human resource manager: Change agent vs. business partner? Research into HRM in Italy. EBS Review, 28, 41–53. https://www.tarjomefa.com/wp-content/uploads/2016/10/5484-English.pdf
12. Boselie, P., & Paauwe, J. (2005). Human resource function competencies in European companies. Personnel Review, 34(5), 550–566. https://doi.org/10.1108/00483480510612512
13. Bristol-Alagbariya, B., Ayanponle, L. O., & Ogedengbe, D. E. (2024). Operational efficiency through HR management: Strategies for maximizing budget and personnel resources. International Journal of Management & Entrepreneurship Research, 6(12), 3860–3870. https://doi.org/10.51594/ijmer.v6i12.1743
14. Brown, M., Metz, I., Cregan, C., & Kulik, C. T. (2009). Irreconcilable differences? Strategic human resource management and employee well-being. Asia Pacific Journal of Human Resources, 47(3), 270–294. https://doi.org/10.1177/1038411109106859
15. Cayrat, C., & Boxall, P. (2023). The roles of the HR function: A systematic review of tensions, continuity and change. Human Resource Management Review, 33(4), Article ID 100984. https://doi.org/10.1016/j.hrmr.2023.100984
16. Chakraborty, D., & Biswas, W. (2020). Going green with green HRM practices: A strategic initiative for reinvigorating performance optimization in companies. Prabandhan: Indian Journal of Management, 13(10–11), 8–26. https://doi.org/10.17010/pijom/2020/v13i10-11/156006
17. Chauhan, J., Mishra, G., & Bhakri, S. (2022). Perceived career success and career advancement of women: Challenges in the Indian IT industry. International Journal of Human Capital and Information Technology Professionals, 13(1), 1–21. https://doi.org/10.4018/IJHCITP.293231
18. Chawla, D., Dokadia, A., & Rai, S. (2017). Multigenerational differences in career preferences, reward preferences and work engagement among Indian employees. Global Business Review, 18(1), 181–197. https://doi.org/10.1177/0972150916666964
19. Chopra, A., & Bhilare, P. (2020). Future of work: An empirical study to understand expectations of the millennials from organizations. Business Perspectives and Research, 8(2), 272–288. https://doi.org/10.1177/2278533719887457
20. Conner, J., & Ulrich, D. (1996). Human resource roles: Creating value, not rhetoric. Human Resource Planning, 19(3), 38–49. https://www.scirp.org/reference/referencespapers?referenceid=1851795
21. De Hauw, S., & De Vos, A. (2010). Millennials' career perspective and psychological contract expectations: Does the recession lead to lowered expectations? Journal of Business and Psychology, 25(2), 293–302. https://doi.org/10.1007/s10869-010-9162-9
22. Deal, J. J., Altman, D. G., & Rogelberg, S. G. (2010). Millennials at work: What we know and what we need to do (if anything). Journal of Business and Psychology, 25(2), 191–199. https://doi.org/10.1007/s10869-010-9177-2
23. Dubey, S. R., Paul, J., & Tewari, V. (2022). The soft skills gap: A bottleneck in the talent supply in emerging economies. The International Journal of Human Resource Management, 33(13), 2630–2661. https://doi.org/10.1080/09585192.2020.1871399
24. Han, J., Chou, P., Chao, M., & Wright, P. M. (2006). The HR competencies-HR effectiveness link: A study in Taiwanese high-tech companies. Human Resource Management, 45(3), 391–406. https://doi.org/10.1002/hrm.20114
25. Hernaus, T., & Vokic, N. P. (2014). Work design for different generational cohorts: Determining common and idiosyncratic job characteristics. Journal of Organizational Change Management, 27(4), 615–641. https://doi.org/10.1108/JOCM-05-2014-0104
26. Holbeche, L. (2022). Aligning human resources and business strategy (3rd ed.). Routledge.
27. Huselid, M. A., Jackson, S. E., & Schuler, R. S. (1997). Technical and strategic human resource management effectiveness as determinants of firm performance. Academy of Management Journal, 40(1), 171–188. https://doi.org/10.2307/257025
28. Islam, M. A., Hack-Polay, D., Rahman, M., Hosen, M., Hunt, A., & Shafique, S. (2024). Work environment, HR practices and millennial employee retention in hospitality and tourism in Bangladesh. International Journal of Emerging Markets, 19(4), 846–867. https://doi.org/10.1108/IJOEM-06-2021-0859
29. Jo, J., Chadwick, C., & Han, J. H. (2024). How the human resource (HR) function adds strategic value: A relational perspective of the HR function. Human Resource Management, 63(1), 5–23. https://doi.org/10.1002/hrm.22184
30. Joshi, A., Sunny, N., & Vashisht, S. (2017). Recent trends in HRM: A qualitative analysis using AHP. Prabandhan: Indian Journal of Management, 10(10), 41–52. https://doi.org/10.17010/pijom/2017/v10i10/118814
31. Kaifi, B. A., Nafei, W., Khanfar, N., & Kaifi, M. (2012). A multigenerational workforce: Managing and understanding millennials. International Journal of Business and Management, 7(24), 88–93. https://doi.org/10.5539/ijbm.v7n24p88
32. Kaur, R., Pingle, S., & Jaiswal, A. K. (2024). Effect of organisational culture on employer branding and resultant employee brand equity in the private banking sector. International Journal of Bank Marketing, 42(2), 258–300. https://doi.org/10.1108/IJBM-11-2022-0517
33. Kim, S., & Ryu, S. (2011). Social capital of the HR department, HR's change agent role, and HR effectiveness: Evidence from South Korean firms. The International Journal of Human Resource Management, 22(8), 1638–1653. https://doi.org/10.1080/09585192.2011.565649
34. Knies, E., Boselie, P., Gould-Williams, J., & Vandenabeele, W. (2024). Strategic human resource management and public sector performance: Context matters. The International Journal of Human Resource Management, 35(14), 2432–2444. https://doi.org/10.1080/09585192.2017.1407088
35. Kultalahti, S., & Viitala, R. (2015). Generation Y - challenging clients for HRM? Journal of Managerial Psychology, 30(1), 101–114. https://doi.org/10.1108/JMP-08-2014-0230
36. Kumar, U. P., Jaiswal, C., & Kumar, N. (2024). Unveiling the factors influencing organizational sustainability among Indian millennials: A systematic review. In S. Talukdar, A. Rahman, S. Bera, G. V. Ramana, & A. Prashar (eds.), Environmental risk and resilience in the changing world: Integrated geospatial AI and multidimensional approach (pp. 273–285). Springer. https://doi.org/10.1007/978-3-031-62442 1_17
37. Kupperschmidt, B. R. (2000). Multigenerational employees: Strategies for effective management. The Health Care Manager, 19(1), 65–76. https://doi.org/10.1097/00126450-200019010-00011
38. Larsson, A.-S., & Edwards, M. R. (2022). Insider econometrics meets people analytics and strategic human resource management. The International Journal of Human Resource Management, 33(12), 2373–2419. https://doi.org/10.1080/09585192.2020.1847166
39. Lawler, E. E., & Mohrman, S. A. (2003). Creating a strategic human resource organization: An assessment of trends and new directions. Stanford University Press. https://www.sup.org/books/business/creating-strategic-human-resources-organization
40. Lo, K., Macky, K., & Pio, E. (2015). The HR competency requirements for strategic and functional HR practitioners. The International Journal of Human Resource Management, 26(18), 2308–2328. https://doi.org/10.1080/09585192.2015.1021827
41. Long, C. S., & Wan Ismail, W. K. (2008a). Human resource competencies: A study of the HR professionals in manufacturing firms in Malaysia. International Management Review, 4(2), 65–76.
42. Long, C. S., & Wan Ismail, W. K. (2008b). Understanding the relationship of HR competencies & roles of Malaysian human resource professionals. European Journal of Social Sciences, 7, 88–103.
43. Long, C. S., Wan Ismail, W. K., & Amin, S. M. (2013). The role of change agent as mediator in the relationship between HR competencies and organizational performance. The International Journal of Human Resource Management, 24(10), 2019–2033. https://doi.org/10.1080/09585192.2012.725080
44. McCartney, S., Murphy, C., & Mccarthy, J. (2021). 21st century HR: A competency model for the emerging role of HR Analysts. Personnel Review, 50(6), 1495–1513. https://doi.org/10.1108/PR-12-2019-0670
45. Mehta, V., Ajmera, P., Kalra, S., Miraj, M., Gallani, R., Shaik, R. A., Serhan, H. A., & Sah, R. (2024). Human resource shortage in India's health sector: A scoping review of the current landscape. BMC Public Health, 24(1), Article no. 1368. https://doi.org/10.1186/s12889-024-18850-x
46. Midhat Ali, M., Qureshi, S. M., Memon, M. S., Mari, S. I., & Ramzan, M. B. (2021). Competency framework development for effective human resource management. SAGE Open, 11(2). https://doi.org/10.1177/21582440211006124
47. Mukkelli, D. V. (2015). The changing role of strategic human resource management in principles of management. International Journal of Management Research & Review, 5(3), 170–178.
48. Naim, M. F. (2022). What matters most for Indian Generation Y employees? An empirical study based on work-values. Global Business and Organizational Excellence, 41(3), 55–68. https://doi.org/10.1002/joe.22134
49. Ng, E. S., Schweitzer, L., & Lyons, S. T. (2010). New generation, great expectations: A field study of the millennial generation. Journal of Business and Psychology, 25(2), 281–292. https://doi.org/10.1007/s10869-010-9159-4
50. Parmelee. (2023). Making waves: How Gen Zs and millennials are prioritizing-and driving-change in the workplace. Deloitte Insights. https://www2.deloitte.com/us/en/insights/topics/talent/recruiting-gen-z-and-millennials.html
51. Patra, Y., & Tripathi, S. (2019). Contriving human capital practices which influence organizational commitment: Reimagine future skills of HR. Prabandhan: Indian Journal of Management, 12(10), 20–32. https://doi.org/10.17010/pijom/2019/v12i10/147814
52. Pyoria, P., Ojala, S., Saari, T., & Jarvinen, K.-M. (2017). The millennial generation: A new breed of labour? SAGE Open, 7(1). https://doi.org/10.1177/2158244017697158
53. Radonjic, A., Duarte, H., & Pereira, N. (2024). Artificial intelligence and HRM: HR managers' perspective on decisiveness and challenges. European Management Journal, 42(1), 57–66. https://doi.org/10.1016/j.emj.2022.07.001
54. Rajhans, K., & Bhavsar, V. (2023). Impending need of sustainable human resource management practices in construction industry: Evidence from India. International Journal of Construction Management, 23(13), 2249–2259. https://doi.org/10.1080/15623599.2022.2050569
55. Real, K., Mitnick, A. D., & Maloney, W. F. (2010). More similar than different: Millennials in the U.S. building trades. Journal of Business and Psychology, 25(2), 303–313. https://doi.org/10.1007/s10869-010-9163-8
56. Rees, G., & Smith, P. E. (2017). Strategic human resource management: An international perspective (2nd ed.). Sage Publications Ltd.
57. Rimi, N. N. (2015). Organizational practices, devolution and human resource management (HRM) effectiveness of private commercial banks (PCBs) of Bangladesh [Unpublished Doctoral dissertation]. Universiti Sains Malaysia. https://erepo.usm.my/items/c181d58b-19eb-445e-9410-178e7357d5e0
58. Ruel, H. J., Bondarouk, T. V., & Van der Velde, M. (2007). The contribution of e-HRM to HRM effectiveness: Results from a quantitative study in a Dutch Ministry. Employee Relations, 29(3), 280–291. https://doi.org/10.1108/01425450710741757
59. Sanchez, A. A., Marin, G. S., & Morales, A. M. (2015). The mediating effect of strategic human resource practices on knowledge management and firm performance. Revista Europea de Direccion y Economia de la Empresa, 24(3), 138–148. https://doi.org/10.1016/j.redee.2015.03.003
60. Sarvaiya, H., Arrowsmith, J., & Eweje, G. (2021). Exploring HRM involvement in CSR: variation of Ulrich's HR roles by organisational context. The International Journal of Human Resource Management, 32(21), 4429–4462. https://doi.org/10.1080/09585192.2019.1660698
61. Shakil, R. M., Hassan, M. A., & Qureshi, M. I. (2019). Understanding the relationship between HR roles and HR effectiveness: A conceptual review. Management Research Spectrum, 9(1), 78–82. https://www.researchgate.net/publication/337680829
62. Smith, T. J., & Nichols, T. (2015). Understanding the millennial generation. Journal of Business Diversity, 15(1), 39–47. https://www.researchgate.net/publication/324922926
63. Somu, S., Jayavel, J., & Metilda, M. (2021). Strategic vs operational human resource role model: An empirical study. Journal of Xi'an Shiyou University, Natural Science Edition, 17(05), 39–45. https://www.researchgate.net/publication/351449654
64. Somu, S., Jayavel, J., & Jayaraj, M. M. (2023). The practice of Ulrich's four-role model of HR executives: Comparing evidence from HR and non-HR executives. Shodhasamhitha, 10(1), 42–51. https://www.researchgate.net/profile/Subbulakshmi-Somu-2/publication/380638688
65. Stach, C. (2023). Data is the new oil-sort of: A view on why this comparison is misleading and its implications for modern data administration. Future Internet, 15(2), 71. https://doi.org/10.3390/fi15020071
66. Stanchak, J. (2024). A guide to leading an effective multigenerational workforce. Enterprise Solutions. https://www.shrm.org/enterprise-solutions/insights/guide-to-leading-multi-generational-workforce
67. Strauss, W., & Howe, N. (1991). Generations: The history of America's future, 1584 to 2069. William Morrow and Company.
68. Tripathi, S., Gautam, S., & Lal, A. (2017). Evolving human resource landscape of the Indian retail sector: Bridging the skill-gap. Prabandhan: Indian Journal of Management, 10(2), 41–52. https://doi.org/10.17010/pijom/2017/v10i2/110633
69. Ulrich, D. (1997). Human resource champions: The next agenda for adding value and delivering results. Harvard Business School Press. https://www.scirp.org/reference/referencespapers?referenceid=2871967
70. Ulrich, D., Brockbank, W., Johnson, D., & Younger, J. (2007). Human resource competencies: Responding to increased expectations. Employment Relations Today, 34(3), 1–12. https://doi.org/10.1002/ert.20159
71. Ulrich, D., Brockbank, W., Yeung, A. K., & Lake, D. G. (1995). Human resource competencies: An empirical assessment. Human Resource Management, 34(4), 473–495. https://doi.org/10.1002/hrm.3930340402
72. Ulrich, D., Kryscynski, D., Ulrich, M., & Brockbank, W. (2017). Competencies for HR professionals who deliver outcomes. Employment Relations Today, 44(2), 37–44. https://doi.org/10.1002/ert.21623
73. Ulrich, D., Younger, J., Brockbank, W., & Ulrich, M. D. (2013). The state of the HR profession. Human Resource Management, 52(3), 457–471. https://doi.org/10.1002/hrm.21536
74. Williams, G. (2019). Management millennialism: Designing the new generation of employee. Work, Employment and Society, 34(3), 1–17. https://doi.org/10.1177/0950017019836891
75. Yadav, D. K., Yadav, J., & Malik, R. (2019). E-HRM: A paradigm shift in HR practices and its effects on perception of employees towards accepting this new technology. Prabandhan: Indian Journal of Management, 12(2), 23–39. https://doi.org/10.17010/pijom/2019/v12i2/141754
76. Yong, J. Y., & Mohd-Yusoff, Y. (2016). Studying the influence of strategic human resource competencies on the adoption of green human resource management practices. Industrial and Commercial Training, 48(8), 416–422. https://doi.org/10.1108/ICT-03-2016-0017
77. Yusuf, R. M., Fidyawan, S., & Wekke, I. S. (2017). Ulrich model on practices of human resource strategic roles. Journal of Engineering and Applied Sciences, 12(6), 1657–1661. https://osf.io/preprints/inarxiv/ysnu8_v1
78. Zhang, J., & Chen, Z. (2024). Exploring human resource management digital transformation in the digital age. Journal of the Knowledge Economy, 15(1), 1482–1498. https://doi.org/10.1007/s13132-023-01214-y