Challenges in Implementing Competency-Based Management in the Brazilian Public Sector: An Integrated Model

Studies have identified the interference of contextual factors that inhibit the effective implementation of Competency-based Management (CM) under the National Personnel Development Policy (NPDP) in the Brazilian public sector, though organizations have overcome these factors through various initiatives. This article proposes an integrated model that relates the factors that interfere with CM implementation with the initiatives adopted by public organizations to circumvent and overcome them. This qualitative study through documental research and interviews with those responsible for implementing CM in six organizations within the Brazilian public sector. Pre and post-categorical analysis have enabled the establishment of a relationship between the 20 categories identified and divided into four kinds of interfering factors and the 20 adopted initiatives identified in seven categories. It was identified that the organizational and departmental factors are the ones that most interfere with the implementation of CM in the public sector. The strategic role of the HR unit, capable of carrying out structural changes, was identified as the most important initiative to induce the implementation of CM. This study provides a model that integrates strategic, political, and instrumental thematics, showing how these aspects impact the effective implementation of CM, which helps HR managers to recognize the factors that are under their control and how to face them.

Automated summary

Studies have shown that contextual factors can hinder the effective implementation of Competency-based Management (CM) in the Brazilian public sector. However, organizations in this sector have successfully overcome these obstacles through various initiatives. This study proposes an integrated model that links the interfering factors with the strategies adopted by public organizations to overcome them. The findings highlight the importance of organizational and departmental factors, and the strategic role of the HR unit in promoting CM implementation.