Search this journal:     Advanced search
Original Research

A global central banker competency model

David W. Brits, Theo H. Veldsman

SA Journal of Human Resource Management; Vol 12, No 1 (2014), 14 pages. doi: 10.4102/sajhrm.v12i1.575

Submitted: 21 July 2013
Published:  30 July 2014


Orientation: No comprehensive, integrated competency model exists for central bankers. Due to the importance of central banks in the context of the ongoing global financial crisis, it was deemed necessary to design and validate such a model.

Research purpose: To craft and validate a comprehensive, integrated global central banker competency model (GCBCM) and to assess whether central banks using the GCBCM for training have a higher global influence.

Motivation for the study: Limited consensus exists globally about what constitutes a ‘competent’ central banker. A quantitatively validated GCBCM would make a significant contribution to enhancing central banker effectiveness, and also provide a solid foundation for effective people management.

Research approach, design and method: A blended quantitative and qualitative research approach was taken. Two sets of hypotheses were tested regarding the relationships between the GCBCM and the training offered, using the model on the one hand, and a central bank’s global influence on the other.

Main findings: The GCBCM was generally accepted across all participating central banks globally, although some differences were found between central banks with higher and lower global influence. The actual training offered by central banks in terms of the model, however, is generally limited to technical-functional skills. The GCBCM is therefore at present predominantly aspirational. Significant differences were found regarding the training offered.

Practical/managerial implications: By adopting the GCBCM, central banks would be able to develop organisation-specific competency models in order to enhance their organisational capabilities and play their increasingly important global role more effectively.

Contribution: A generic conceptual framework for the crafting of a competency model with evaluation criteria was developed. A GCBCM was quantitatively validated.

Full Text:  |  HTML  |  EPUB  |  XML  |  PDF (875KB)

Author affiliations

David W. Brits, Department of Industrial Psychology and People Management, University of Johannesburg, South Africa
Theo H. Veldsman, Department of Industrial Psychology and People Management, University of Johannesburg, South Africa


competencies; competency models; competency modelling; central bankers


Total abstract views: 2418
Total article views: 9213  


1. The relative importance of managerial competencies for predicting the perceived job performance of Broad-Based Black Economic Empowerment verification practitioners
Barbara M. Seate, Raborale I.D. Pooe, Richard Chinomona
SA Journal of Human Resource Management  vol: 14  issue: 1  year: 2016  
doi: 10.4102/sajhrm.v14i1.696

Comments on this article

Before posting your comment, please read our policy.
Post a Comment (Login required)

ISSN: 1683-7584 (print) | ISSN: 2071-078X (online)

Connect on: Facebook, Twitter, Google+, LinkedIn and YouTube

Subscribe to our newsletter

All articles published in this journal are licensed under the Creative Commons Attribution 4.0 International (CC BY 4.0) license, unless otherwise stated.

Website design & content: ©2017 AOSIS (Pty) Ltd. All Rights Reserved. No Unauthorised Duplication Allowed.

AOSIS Publishing | Empowering Africa through access to knowledge
Postnet Suite #110, Private Bag X19, Durbanville, South Africa, 7551
Tel: 086 1000 381
Tel: +27 21 975 2602+27 21 975 2602
Fax: 086 5004 974

publishing(AT) replace (AT) with @

Please read the privacy statement.