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Adding competency models to the pay equity toolbox

Published online by Cambridge University Press:  29 March 2022

Eric Popp ,
Kristin S. Allen  and
Sara Gutierrez
Eric Popp*
Affiliation:
SHL
Kristin S. Allen
Affiliation:
SHL
Sara Gutierrez
Affiliation:
SHL
*
*Corresponding author. Email: [email protected]
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Abstract

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Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 15 , Issue 1 , March 2022 , pp. 70 - 72
Copyright
© The Author(s), 2022. Published by Cambridge University Press on behalf of the Society for Industrial and Organizational Psychology

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Footnotes

All authors are employed by SHL, the owner of copyrighted content referenced in this paper. None of the authors own the content that is referenced, nor does any receive any royalties from the sale of these (or other) SHL products. Readers who are interested in using the SHL products referenced in this paper for research purposes are invited to contact the authors to discuss opportunities to engage in a research partnership at no cost.

References

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Sanchez, J. I., & Levine, E. L. (2009). What is (or should be) the difference between competency modeling and traditional job analysis? Human Resource Management Review, 19(2), 53–63. https://doi.org/10.1016/j.hrmr.2008.10.002 CrossRefGoogle Scholar
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SHL (2019). Updated Universal Competency Framework Technical Manual. SHLGoogle Scholar
Strah, N., Rupp, D. E., & Morris, S. (2021). Job analysis and job classification for addressing pay inequality in organizations: Adjusting our methods within a shifting legal landscape. Industrial and Organizational Psychology: Perspectives on Science and Practice, 15(1), 1–45.Google Scholar