Development of Competency-Based Employee Selection Instrument in Human Resource Management Information Systems Using the ADD Model

Research Aim: Organizations increasingly need structured, data-driven mechanism for evaluating job candidates. This study aims to construct a competency-based employee selection instrument designed for integration within Human Resource Management Information System (HRMIS), using the ADD (Analysis, Design, Development) model as the guiding framework. Design/Methods/Approach: A Research and Development (R&D) methodology was adopted, structured around the three sequential stages of the ADD model: analysis, design, and development. An integrative literature review was used to informs the preliminary design of the instrument, drawing on the literature available to the researchers on competency-based recruitment, human resource management information systems (HRMIS), and structured employee selection. The reviewed concepts were synthesized into four proposed instrument components: a CV Screening Form, an Interview Rubric, a Competency Scoring Sheet, and a Final Recommendation Form. The instrument has not undergone expert validation or empirical testing. Research Finding: The study produced four interrelated instrument components: a CV Screening Form, an Interview Rubric, a Competency Scoring Sheet, and A Final Recommendation Form. Collectively, these components provide a comprehensive, end-to-end selection workflow grounded in measurable competency indicators, thereby reducing subjectivity in hiring decisions. Theoretical Contribution/Originality: Unlike prior research taht concentrated primarly on recruitment outcomes or HRMIS adoption, this study fills a critical gap by focusing on instrument-level development, specifically creating practical tools that recruiter can deploy directly during candidate evaluation within digital HR environments. Practitioner/Policy Implication: HR departements, particularly in small and medium-sized enterprises lacking standardized selection procedures, can adopt the developed instrument as a ready-to-use, low-cost tool to professionalize their hiring processes and align candidate assesment with organizational competency requirements. Research Limitation: The current study was confined to the development stage of the ADD model. Empirical pilot testing, usability evaluation, and organizational implementation remain outside the scope of this work and are recommended for future research.