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Traditional job-based pay systems and competency-based pay models represent two distinct philosophies of compensation and rewards management. While the traditional approach focuses on the value of the job within the organisational hierarchy, the competency-based approach rewards employees for the knowledge, skills, abilities, and behaviours they possess and demonstrate. As organisations become more dynamic and knowledge-driven, competency-based pay has gained significance for enhancing flexibility, innovation, and employee development. A traditional job-based pay system determines employee compensation primarily according to the responsibilities, duties, and importance of a specific job. Jobs are analysed, evaluated, and classified into grades or levels. Employees occupying similar positions receive similar compensation regardless of differences in individual competencies, provided their performance remains within acceptable standards. Salary progression generally depends on promotions, seniority, or periodic increments rather than on the acquisition of new capabilities. In contrast, a competency-based pay model focuses on rewarding employees for acquiring, applying, and demonstrating competencies that contribute to organisational success. Competencies include technical expertise, leadership qualities, communication skills, problem-solving ability, teamwork, adaptability, innovation, and customer orientation. Employees receive higher compensation as they develop competencies that increase their ________ _________ __________ ________ ____ ____ ________ _________ ______ ____ _____.
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