Confounded by Competencies? An Evaluation of the Evolution and Use of Competency Models.

TLDR

Competency models are a key tool in HR systems, and their relationship to I/O psychology research is explored. The article investigates the origins, development, and application of competency models in New Zealand organisations, and urges I/O psychologists to guide evidence‑based practice and pursue an urgent research agenda. The authors review the competency concept’s origins and development, delineate three main approaches, assess claimed benefits, and evaluate its application in a sample of New Zealand organisations. Independent research does not support the claimed benefits of generic competency models, finds no incremental predictive validity over cognitive and personality measures, and indicates that inappropriate use can confound their purpose.

Abstract

Competency models are a key tool in human resource systems and practice. This article examines the origins and development of the competency concept, identifying three main approaches, the claimed benefits of implementing competency models, and their actual application in a sample of New Zealand organisations. The relationship of the competency construct to areas of research in I/O psychology is discussed. The claims made by some authors and the widespread support of generic competency models in HR information systems are not supported by independent research. There is scant evidence as yet to suggest that such models provide any incremental predictive validity over existing cognitive and personality measures for overall job performance. Inappropriate use of competency models is likely to confound their purpose. I/O psychologists must play a greater role in informing evidence-based practice in their implementation. An urgent research agenda is suggested.