Mongolia is defined as one of the 3G /Global Growth Generators/ countries and is predicted to generate high growth and profitable investment opportunities over the next 30 years due to its growing young generation and natural resource. Even though Mongolia has increasing development in economy and business, very limited numbers of studies have been published to reveal the economic and management situations in this country. To contribute to closing this gap, the main purpose of this study was to understand the management, especially the field of human resources (HR). This sub management field is immature and has a history less than twenty years in Mongolia. In addition, , the researcher examined HR competencies in Mongolia based on the Human Resource Competency Study (HRCS) model 2012 which is composed of six HR competencies namely: strategic positioning, credible activist, capability builder, change champion, HR innovator, and technology proponents. Furthermore, the local HR competency result was compared with global norms which were identified by the RBL group in 2012. The pair design was carried out, and a total of 200 data has complied from both HR managers as well as employees from 50 private companies in Mongolia. Based on the 5-point Likert scale, local competence levels ranged from 3.5 to 3.8. The results of this study showed that local competency levels were lower than the HR global norms. Contribution/ Originality: This study contributes in the existing literature on the topic of HR competencies and HR effectiveness. A pair research design is applied to reveal local competency of HR managers in the private sectors in Mongolia. local competency levels of HR profesionals are found to be lower than the global HR norms. 1. INTRODUCTION Mongolia, a country of steady growth in the recent years, has a population of approximately 3.1 million, the projected population of 4 million by 2050, the life expectancy of males at 65.3 and females at 73.9, Gross Domestic Products (GDP) per capita of 3967.8 USD dollar. It is landlocked by two nations: the Russian Federation and the People's Republic of China. After the democratic elections were held in 1993, Mongolia made the transition to a full market economy. Looking at the labor market in Mongolia, 141.5 thousand legal units can be found officially enlisted by the state registration office in 2016, of which 51.0% (72 182) are operating and 63.9% (90 418) of legal

Drawing from related empirical studies, the paper critically analyzes previously validated HR competency models and their effectiveness to address the current pandemic situation all around the globe. These HR competency models have not been tested or examined in uncertain and chaotic situations like the COVID-19 pandemic we have been facing now. It is definitely time for HR professionals to set new standards for employees’ well-being, performance, and communication style in the workplaces and support organizations by leading employees to adjust to the smooth transition to the technology-intensive business and the digital workplace. Based on the literature that is reviewed by researchers, it may be reasonable to assume that previously validated HR competency models in different contexts are not being fully applicable and supportive to HR people, who are getting challenged to solve the enormous number of workplace-related problems, caused by the pandemic all around the world today. This study suggests that the globally accepted HR competency models should be updated and redesigned based on the concept of “digital skills”, HR relations skills” and “entrepreneurship” as a competency of HR professionals because businesses need to restart and reshape their operational structure in order to fit the virtual and technological-based business world. As a conclusion, we can state that due to the current global health issue and economic situation, redefining the most important HR competencies that support businesses to overcome obstacles and difficulties, is vital in this time of our history in life.

In this study, the relationship between challenge stressors and burnout was examined to find out whether the challenge stressors can be one of the root causes of burnout among Mongolian female employees in the banking sector. As the service industry contributes to more than 50 percent of GDP in Mongolia, most employees in the financial sector are females; the adaption of smart technologies in this sector is thriving. Therefore, the first objective was to reveal whether there is a significant relationship between challenge stressors and burnout. The second objective was to test whether challenge stressors are inversely related to burnout and its three dimensions. A quantitative design was applied, and 101 validated questionnaires were analyzed. Overall, approximately 4% of the variance in burnout can be predicated by challenge stressors. A significant and positive association between challenge stressors and burnout (its two dimensions: emotional exhaustion and depersonalization) was found.

Jelenleg a negyedik ipari forradalom közepén vagyunk, amely minden korábbi ipari forradalomnál mélyrehatóbb változásokat hoz. Cikkünk az Ipar 4.0, az Oktatás 4.0 fogalmát, valamint a digitalizáció, az automatizálás és a számítógépesítés új korszakával kapcsolatos HR-kihívásokat vizsgálja. A kutatás fő célja annak hangsúlyozása, hogy figyelmet kell fordítani ennek az intelligens technológiai trendnek a terjedésére és irányára, valamint azokra a kompetenciákra és képességekre, amelyekre a jövő munkahelyein szükség lesz. Felsoroljuk a technikai és a puha készségeket egyaránt, és kiemeljük az intelligens technológiák néhány gyakorlati felhasználási lehetőségét az oktatásban. Az egyetemek szerepe kulcsfontosságú egy erősen digitalizált és automatizált társadalom felé történő gyors elmozdulásban, így a Társadalom 5.0-ra való áttérés felgyorsításában. A cikk zárásaként a rendelkezésre álló szakirodalom és néhány statisztikai jelentés alapján a következtetések és javaslatok találhatók.

Every day a hundred and thousand new platforms are created to make our lives easier and simpler. In the case of Airbnb, over 2 million tourists and adventure seekers find someone's home to stay per night. This platform also gets its users connected easily and makes revenue from both hosts and guests. The novelty about this platform is giving freedom for each household to ssshare their spare space or room with a stranger from another part of the world in order to increase their income. The concept of sharing economy is widely spreading around the globe such as in the European countries and the USA, but it is a comparatively new idea for Mongolians to let their extra space, room, holiday home and a private garage to someone unknown. The data were collected from 98 individuals, and the descriptive statistics were performed in order to reveal the intention of Mongolians toward sharing the economy in connection with the case of Airbnb. This study found that the concept of sharing economy is already popular with half of the surveyed Mongolians and the majority of participants somehow represented that they are willing to take part in the sharing economy. Contribution/ Originality: This study contributes to the existing literature on the topic of circular economy in a case of Mongolia. A descriptive study design is applied to discover perception of Mongolians in connection to concept of sharing economy. The paper's primary contribution is finding that Mongolians are willing to participate in sharing economy.