Hudson 5+1® Competency Model

What is a competency?

The combination of skills, attitudes and knowledge is what makes up a competency. It manifests itself in observable behaviour: we need visible characteristics to be able to draw reliable conclusions. This observable behaviour has a predictive value and can therefore give us an insight into future performance and success. Let us illustrate this by looking at the competency 'communicating':

Knowledge: first and foremost, communicating requires a knowledge of the language. Vocabulary and grammar provide the base from which you start to form correct sentences.

Skills: besides language, you also need to take into account the different contexts within which communication takes place. This can relate to the register you use (formal vs. informal), the choice of spoken vs. written language, the structure you insert in the message, but equally to non-verbal communication during a presentation for example.

Attitude: subsequently, the attitude and manner in which you communicate also has an important impact. Do you easily connect with others, are you able to maintain a balance between speaking and listening, do you have a rather open or a more reserved communication style?

The combination of these three different elements forms the competence ‘communicating’.

The Hudson 5+1® Competency Model

The Hudson 5+1® Competency Model originated from a qualitative and empirical study conducted by Hudson’s Research & Development team in. In this research, we analysed a database of more than 3,000 competencies collected from 100+ competency models of Belgian and international organisations.

The 5+1® Competency Model consists of 5+1 clusters: five general clusters and one cluster that can contain technical or company-specific competencies or skills necessary for effective performance. Practical experience with international clients was the driving force behind the revision and extension of the 5+1® Competency Model in 2001. The model still consists of 5+1 clusters, currently comprising 40 hierarchically ranked competencies and 5 levels (Senior Management, Middle Management, Junior Management, Administrative and Worker level). 

Application of the 5+1® Competency Model

The Hudson 5+1® Competency Model not only provides the basis for a variety of HRM processes within organisations, but also forms the backbone of the wide range of tools and services we offer. 

The Competency Model is embodied in our online tests and questionnaires (Tools for Talent), the 5+1 Compass®, simulation exercises and 360° feedback questionnaires. Our aim is to support organisations in optimising their HR processes, using evidence-based tools as a foundation on which to build.

In addition, the model can serve as a valuable framework for creating job descriptions and mapping development trajectories. It provides a structured approach to defining roles and responsibilities, and to strategic workforce management. Our Talent Management services, for instance, are also grafted onto the model.  In this way, we support our own services, but at the same time we also empower our clients to take the step toward a coherent and integrated HR policy themselves.

To summarize: the Hudson 5+1® Competency Model is a crucial tool for organisations striving for a consistent and strategic approach to talent management and HR policies. The model can contribute to achieving sustainable success and growth. It is both comprehensive and very user-friendly. Moreover, it is possible to link existing competency models to Hudson's competency model, facilitating the integration of additional tools and services of your choice.