Does alignment elicit competency-based HRM? A systematic review
Internationally, human resource practice is committed to competency-based HRM. HR practitioners and management consultants expect the outcomes of competency-based HRM to include improved employee and organizational performance. However, research indicates that a commitment to the use of competency-b...
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| Veröffentlicht in: | Management Revue 2014-01, Vol.25 (1), p.5-26 |
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| creator | Audenaert, Mieke Vanderstraeten, Alex Buyens, Dirk Desmidt, Sebastian |
| description | Internationally, human resource practice is committed to competency-based HRM. HR practitioners and management consultants expect the outcomes of competency-based HRM to include improved employee and organizational performance. However, research indicates that a commitment to the use of competency-based HRM does not automatically guarantee these outcomes. Therefore, HR practitioners have called for academic work to enhance our understanding of the process of effective competency-based HRM. This paper addresses this call by systematically reviewing the existing body of evidence. The conducted systematic review indicated that the effectiveness of competency-based HR depends on the degree of several types of alignment. More specifically, we first identified four crucial types of alignment in this process: (1) vertical alignment, (2) internal alignment, (3) alignment of line managers, and (4) alignment of employees. Subsequently, based on these drivers of effectiveness and drawing from the HRM literature, we developed a process model of competency-based HRM. This process model interlinks the identified types of alignment and acknowledges the conditions in which this process occurs. |
| doi_str_mv | 10.5771/0935-9915-2014-1-5 |
| format | Article |
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| subjects | Academic work Best practice Commitments Competence Competency tests Competitive advantage Consultants Core competencies Dictionaries Direct evidence Effectiveness Employees Evidence Human resource management Human resources Human resources management Job descriptions Job performance Knowledge management Line managers Literature Management Management consultants Managers Modeling Normativity Organizational performance Performance management Process management Strategic management Studies Systematic review Talent management U.S.A Western Europe |
| title | Does alignment elicit competency-based HRM? A systematic review |
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