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Competencies could be explained as characteristics that are

part of a person regarding his personality and his professional
qualifications. ³Essex County Council defines competencies as
µIndividual characteristics or skills which can be both measured
and
shown to make a difference to performance¶´ (Stuff, 2006). A
competency based framework is a defined group of these same
characteristics selected by a company according to its needs
but
also to its strategy. Evaluating competencies can be done in
many
different ways: situational (role playing), past experiences
review,
psychometric tests etc...
A competency based Human resource management can be
implicated in several areas. ³Essex Competency Framework
[«]
was designed for use in recruitment, selection, performance
management and staff development, and ensures that we take
a
consistent approach to resourcing.´ (Stuff, 2006) The case
study
especially focuses on the Recruitment and selection approach.
Within these two domains there are already multiple aspects of
its
use: Defining a competency based framework, advertising a
competency based Job post, using a competency based
resourcing,
screening applicant and selection based on competency (with
for
instance competency-based interviews)
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The use of a competency based framework enables the Human
resource managers to have a clear definition of all
competencies
required in the company. This is an effective tool to analyse the
environment while planning human resources (if updated
regularly):
it enable analysing which skills are needed also defining the
degree
of difficulty of finding such skills from the employment market.
Training is facilitated by the fact that employees¶ level can be
clearly situated as measured by the framework. They can self-
evaluate themselves and see what competencies they need to
acquire or improve if they want to evolve in the company.
(Byham,
1997 P.18)
³This early evaluation has proved to be very effective in helping
to recruit the right people for the jobs, and has prompted a
reduction in the company¶s staff turnover from 40% to 25%.´(Stuff,
2006) A low turn-over, as hired persons are supposed to be more
aligned with the company¶s goals and strategy, clearly facilitate the
planning of Human resources.
So a competency based human resource management seems
to help the planning of human resources. Nevertheless the
competency framework needs to be well structured, well written
and updated frequently to provide an effective planning method to
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As an established method for recruiting, competency based
recruitment can improve few aspects of Human resources
management. For instance the diffusion of the company¶s strategy,
the planning of human resources or the management of training can be
facilitated by a well structured competency based
Framework.
Nonetheless it is important to use this system with care. The
installation of defined competency could be a barrier to creativity in
the company. Also the interpretation by human of competency
based tests can bias them. Competency based recruitment could be
less accurate for certain job or not profitable for the company.
That¶s why it¶s important to use tools that have been used and
evaluated many times as effective before employing it. It is also
necessary to analyse well the company¶s structure, strategy and
goals to institute this king of system. If the competency based
framework is not well designed the entire system could be
ineffective with time and cost wasting.
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