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Using Competencies

A competency based approach provides many advantages for use in Human Resource planning, selection and development. It provides a clear framework for both defining what response the business needs from personnel, and for assessing the potential fit of applicants. However competency based approaches, when applied too rigidly can be flawed in two respects:

Example 1: demanding behavioural responses which are in practice mutually exclusive Appointed person must be highly innovative and a risk taker; whilst also very prudent and reliable in approach".

Research has demonstrated that our personality can be described using 5 major behavioural scales (Five Factor Model). Each scale is bi-polar and we have a tendency to respond with consistent behaviour, as represented by a certain position on each scale. (Our positioning on each of the 5 behavioural scales can be likened to a 5 specific colour ingredients, which combine together to form an overall colour, - our personality).

It is unrealistic to expect a person to respond effectively with contrasting behaviour from opposite ends of the same scale. Obviously we all possess a degree of flexibility, but only within certain bounds. Our performance is greatest when our job requires us to respond with behaviours close to our naturally inclined positioning on the 5 behavioural scales. The Hogan Personality Inventory accurately identifies an individual's personality based upon the Five Factor Model.

Example 2: appointing on the basis of learned skills rather than innate qualities

Requires knowledge and skill to use a range of accounting software".

Such a functionally orientated competency ignores whether the candidate has the innate quality or personality trait that will ensure he/she is driven and motivated to apply effectively, learned skills and knowledge in a work setting. For example, unless the appointed person has a drive for precision and organisation (high score on the Prudence scale of The Bright Side), it is unlikely they will perform well in managing your companies' accounting packages, regardless of his/her technical skill and knowledge of accounting software.

Using the Hogan Psychometric Instruments to Support Competency Based Approaches

The Hogan Psychometric Instruments provide the perfect complement to a competency based approach to HR planning and selection. The primary and occupational scales of The Bright Side provide a practical framework, for considering what qualities or behavioural traits are most important for a given role within an organisation. This in turn help to develop a robust competency framework, avoiding the pitfalls of using competencies as described above.