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Does alignment elicit competency-based HRM? A systematic review

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  • Audenaert, Mieke
  • Vanderstraeten, Alex
  • Buyens, Dirk
  • Sebastian Desmidt

Abstract

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.

Suggested Citation

  • Audenaert, Mieke & Vanderstraeten, Alex & Buyens, Dirk & Sebastian Desmidt, 2014. "Does alignment elicit competency-based HRM? A systematic review," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 25(1), pages 5-26.
    • Handle: RePEc:nms:mamere:mrev-2014-01-audenaert
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    File URL: https://www.nomos-elibrary.de/10.5771/0935-9915-2014-1-5
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    References listed on IDEAS

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    More about this item

    Keywords

    competency-based HRM; vertical alignment; internal alignment; alignment of line managers; alignment of employees; process model;
    All these keywords.

    JEL classification:

    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management

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