Competency Modeling v. Job Analysis - PowerPoint PPT Presentation

1 / 10
About This Presentation
Title:

Competency Modeling v. Job Analysis

Description:

Should compentency' be reserved for managerial jobs? FJA task statements? ... Analysis Phase of ISD, analyzing 9 jobs, face-to-face interviewing over 400 ... – PowerPoint PPT presentation

Number of Views:54
Avg rating:3.0/5.0
Slides: 11
Provided by: MichaelB195
Category:

less

Transcript and Presenter's Notes

Title: Competency Modeling v. Job Analysis


1
Competency Modeling v. Job Analysis
  • Michael Brannick
  • Discussant

2
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

5
Keller-Glaze, Horey Fallesen
  • Evolution of a competency model
  • Shows how to take values and infuse content (fja
    task statements) see example next slide

6
Development of People
Goal Directedness
FJA task statements?
Should compentency be reserved for managerial
jobs?
7
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

9
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

10
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
Write a Comment
User Comments (0)
About PowerShow.com