Asia Pacific Journal of Multidisciplinary Research, Vol. 7, No. 2, May 2019 Part III _____________________________________________________________________________________________________________________ 107 P-ISSN 2350-7756 | E-ISSN 2350-8442 | www.apjmr.com Modeling Human Resource Competencies as Significant Predictors of Employee Satisfaction Marvin S. Daguplo 1 , Christine Alma Mae M. Daguplo 2 1 College of Teacher Education, 2 Accounting Office, Southern Leyte State University, Philippines daguplosdv@yahoo.com 1 , christinealmamae@yahoo.com 2 Date Received: October 4, 2018; Date Revised: May 29, 2019 Asia Pacific Journal of Multidisciplinary Research Vol. 7 No.2, Part III 107-114 May 2019 P-ISSN 2350-7756 E-ISSN 2350-8442 www.apjmr.com CHED Recognized Journal ASEAN Citation Index Abstract – Human Resource Competencies are knowledge, skills, and characteristics significant in defining employees’ satisfaction. Its demonstration in an organization provides an opportunity to design a platform intended to remedy deficiencies and thereby increasing satisfaction and adequate performance among employees. Anchored on the Human Resource Integrative Model, this descriptive-correlational study intends to measure the influence of the human resource competencies to employee satisfaction among government agencies. Using Data Mining Technique, data from the Agency HR Climate Survey was retrieved from the website of the Civil Service Commission at https://goo.gl/2wkCiC. Descriptive analysis of data reveals that government employees assessed their human resource personnel competencies as intermediate and advance. At first, this level of HR personnel competencies would give us a favorable idea that HR competencies at the advance level would yield towards employee satisfaction. Ordinal regression analysis, however, shows that none of these variables are significant predictors of the latter. Despite this result, the odds ratio manifests that Learning and Development competencies and, Record Management and other competencies are more likely to affect employee satisfaction. This study concludes that valuing employees by constantly monitoring their records and status in the organization, as well as providing them with opportunities of learning or relearning new skills and competencies through training and development are HR competencies that promote and encourage practical, though not statistical, satisfaction among government employees in the Philippines. Keywords – Data Mining, Descriptive-Correlational, Human Resource Model, Learning and Development, Ordinal Regression, Record Management INTRODUCTION Human Resource Competencies (HRCs) are a set of knowledge, skills, abilities and personality characteristics contributing to effective human resource performance that enables the organization to accomplish its goals [1]. Its importance, configuration, and development are considered highly significant in defining employees satisfaction [2] and the performance of the organization to achieve a competitive advantage [3], [4]. Moreover, human resource competencies have been recognized by the Civil Service Commission in the attainment of becoming the center of excellence in human resource and organization development [5]. This study, therefore, argues that human resource competencies significantly defines employee satisfaction in an organization. The demonstration of a set of human resource competencies is a crucial foundation among human resource professionals to effectively perform their changing roles and responsibilities [6] in the organization. It does not only provide them an effective way to make organizational audit [7], it also becomes the platform for a training curriculum designed to remedy deficiencies, and thereby increasing satisfaction and adequate performance [8] among employees. Heathfield [9] utilized employee satisfaction to describe whether employees are happy and contented in fulfilling their needs and desires at work. The importance of employee satisfaction in an organization cannot be overemphasized. Literature suggested that it leads to employee loyalty [10], productivity [11], reduced turnover [12], lesser absenteeism [13], customer satisfaction [14], higher employee engagement, employee motivation and positive morale in the workplace [15].