<p> Aim The purpose of this Systematic Literature Review (SLR) is to define the attributes of Competencies and Capabilities Between Staff and Management (CCBSM) under different definitions, dimensions, antecedents, and consequences. Background Organizations increasingly rely on competencies and capabilities to achieve strategic goals, yet existing research shows several critical gaps. Prior studies highlight a lack of comprehensive strategies, insufficient integrative framework development, and limited methodological diversity for examining organizational dynamics. In addition, practice gaps in human resource management continue to hinder the effective application of these principles in real-world contexts. Addressing these gaps is important not only for advancing theoretical understanding but also for ensuring practical relevance, which underscores the significance of the present study. Introduction In today’s challenging and uncertain economic environment, robust competencies and capabilities are crucial for management to lead staff in achieving business goals. Staff members are often tasked with supporting line functions, indirectly contributing to the organization’s success. The effectiveness of these roles depends on the competencies and capabilities of both staff and management, which this review investigates through an analysis of existing literature.√. Design The SLR is designed to synthesize research on CCBSM, where the search methodology is conducted in academic databases (Science Direct, Springer, Emerald, AOM, Wiley Online Library, and Taylor &amp; Francis) and other publication database sources (Google Scholar, FT50, WoS, Free-Full-PDF site) under the guidelines of the PRISMA protocol over the period of 2010 to 2022. The inclusion criteria focused on relevant articles in English from high-impact journals, while excluding non-research reports and studies outside the domain of competencies and capabilities.√. Findings The findings reveal a complex landscape of CCBSM in terms of definitions, dimensions, antecedents, and consequences. The attributes of CCBSM in organizations comprise communication and engagement, execution of trust building programs, professional and technical expertise, understanding and intelligence, devolution of power, information and knowledge, leadership attitudes and behaviours, and a resource-based view. Antecedents to CCBSM in an organization involve decision-making, risk taking, self-management, team building, coordination, staff training and education, support organization routines, changes to policy and the mission statement, types of theoretical models, and evaluation measures. Consequences contain personal factors, professional factors, staff outcomes, organizational outcomes, and financial outcomes. √. Discussion The review highlights the importance of effective communication, engagement, execution of trust-building programs, professional and technical expertise, understanding and intelligence, devolution of power, information and knowledge, leadership attitudes and behaviours, and a resource-based view as the key dimensions of CCBSM. These dimensions are critical in shaping the competencies and capabilities of staff and management, which in turn impact the overall performance of the organization. √. Conclusion and implications for organizations The study highlights the importance of various dimensions of CCBSM, including communication, engagement, trust-building, professional and technical expertise, leadership, and a resource-based view. These dimensions are critical in shaping the competencies and capabilities of staff and management, which impact organizational performance. √This study contributes by developing an evidence-based framework that enables organizations to adopt a more strategic approach to staff and management development within the CCBSM context. The framework emphasizes targeted investment in competencies, the cultivation of a supportive organizational culture, and the promotion of continuous learning and innovation, thereby advancing both theoretical understanding and practical application in organizational settings.</p>