Competency Modeling v. Job Analysis

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Competency Modeling v. Job Analysis

• Michael Brannick
• Discussant

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Competency Models Are Statements of Values

• Our company values (e.g.)
• Integrity
• Product Knowledge
• Development of People
• Goal Directedness (Results Orientation)
• Content Neutral
• Derived from beliefs about competitive advantage
  and human capital, not job/tasks inference is
  different (not up from tasks but perhaps sideways
  from organizations)
• Not functions, person-oriented job analysis

3
Sanchez Levine

• What is the difference between CM and tja?
• 6 dimensions of difference (e.g., purpose)
• Values (and resulting payoff) explains why CM is
  prescriptive (influence, maximum performance) and
  why it refers to the organization rather than the
  job.
• Take CM and infuse content thru Crit Incidents

4
Giumetti and Curnow

• CM JA Integrative Perspective
• a combination of knowledge, skills, abilities and
  other individual characteristics (often called
  KSAOs including but not limited to motives,
  personality traits, self-concepts, attitudes,
  beliefs, values, and interests) that can be
  reliably measured and that can be shown to
  differentiate performance
• Subset of job elements PAQ might qualify
• Validity of combining core competencies with
  technical competencies

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Keller-Glaze, Horey Fallesen

• Evolution of a competency model
• Shows how to take values and infuse content (fja
  task statements) see example next slide

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Development of People
Goal Directedness
FJA task statements?
Should compentency be reserved for managerial
jobs?
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Morath, Curnow, Cronin, Leonard

• Top-Down Approach
• Interview SMEs future-oriented performance
  dimensions
• Competencies must be general enough to guide
  development of leaders who fill a wide variety of
  joint positions, but specific enough for
  performance requirements
• GWA from ONET

8
Morath

• Identified service values
• Army
• Loyalty
• Duty
• Respect
• Air Force
• Faith in system
• Excellence in all we do
• Self respect/Respect for others
• Value of top-down

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Martin Lodato

• Task based ja under time pressue
• Training application for Texas Child Protection
  Services
• Analysis Phase of ISD, analyzing 9 jobs,
  face-to-face interviewing over 400 people,
  conducting review boards and documenting our
  findings in 6 weeks.
• Emphasis on job content

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Take Home Message

• CM JA are companions
• Apply competency models by
• 1. Start at the top to find generic org values
• 2. Consider purpose of project
• 3. Fill competencies with job/task content
  appropriate for the purpose
• Competency models will not excuse a task
  discovery process for applications such as
  selection, training, design