Scribd
Upload
5 views

Competency

Uploaded by

l226451
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
5 views

Competency

Uploaded by

l226451
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 4

Competency-Based Job Analysis: Detailed Explanation

Competency-Based Job Analysis is a method of identifying the specific skills,


behaviors, and attributes (competencies) that an employee needs to perform a job
effectively. Unlike traditional job analysis, which focuses on tasks and duties,
competency-based analysis emphasizes the abilities required to achieve success in a job
role. These competencies ensure that the employee's performance aligns with the
organization’s goals, supports a high-performance culture, and enhances the
effectiveness of the workforce.

Key Elements of Competency-Based Job Analysis

 Competencies
 Definition: Competencies are measurable and observable characteristics of an
employee that contribute to success in their role. These include knowledge, skills,
abilities, behaviors, and personality traits.
 Example: For a sales manager role, competencies may include communication
skills, negotiation abilities, and leadership.
 Types of Competencies:
 General Competencies: Skills or behaviors required across various jobs, such as
communication, teamwork, and problem-solving.
 Leadership Competencies: Required for managerial roles, including decision-making,
strategic thinking, and people management.
 Technical Competencies: Job-specific skills like software programming, accounting
expertise, or machine operation.

Reasons for Competency-Based Job Analysis

 High-Performance Work System (HPWS)


 HPWS refers to an organizational approach that integrates people, technology, and
processes to maximize employee productivity and effectiveness. Competency-based job
analysis helps align employees with the organizational strategy by focusing on the
critical behaviors and abilities that drive performance.
 Example: If an organization’s goal is innovation, competency-based job analysis will
highlight creativity and problem-solving as critical competencies for employees.
 Strategically-Focused Job Descriptions
 Instead of listing tasks, competency-based job descriptions focus on the skills and
behaviors needed to fulfill the job’s role in achieving the organization’s strategic
objectives. This creates job descriptions that are more dynamic and focused on long-
term goals rather than just day-to-day duties.
 Example: For a marketing manager, rather than just listing tasks like "managing
campaigns," the job description would include competencies such as "strategic thinking"
and "data-driven decision-making" to align with company goals of expanding market
share.
 Performance Management
 Competency-based analysis plays a key role in performance management. It allows
organizations to set clear expectations for what employees must demonstrate to
succeed, making performance evaluations more objective.
 Fostering Competencies: Training and development programs are designed around
the competencies required for success.
 Measuring Competencies: Performance reviews and assessments are based on how
well employees demonstrate key competencies.
 Rewarding Competencies: Employees are recognized and compensated based on their
demonstration of the competencies critical for the organization’s success.

How to Write Competency-Based Job Descriptions

Creating competency-based job descriptions involves a series of structured steps:


 Interview Job Incumbents and Supervisors
 Interviewing Current Jobholders: One of the first steps is to interview the people who
are already doing the job (job incumbents) and their supervisors. This helps to gather
insights on the skills and behaviors that are essential for success in the role.
 Open-Ended Questions: Ask open-ended questions to encourage the employee and
supervisor to share detailed information about the job’s responsibilities and challenges.
 Example Questions:
 "What do you think are the most important skills for success in this role?"
 "Can you give examples of tasks that require these skills?"
 "Describe situations where an employee’s actions led to job success."
 Identify Critical Incidents
 Critical incident technique involves identifying and documenting specific situations or
events where the employee's behavior contributed to a successful or unsuccessful
outcome. This helps to understand the key competencies in real-life scenarios.
 Example: In a customer service role, a critical incident could involve how an employee
handled a difficult customer, showcasing competencies like problem-solving and
emotional intelligence.
 Use Competency Databanks
 Many organizations use predefined competency models or databases that list
competencies for various jobs or industries. These databases provide a standardized
approach to defining competencies, which can be customized for a specific role. This
saves time in the job analysis process and ensures consistency.
 Example: A competency databank may list competencies for a project manager, such as
"risk management" and "stakeholder communication," which can be adopted and
tailored for specific project management roles in your organization.

Benefits of Competency-Based Job Analysis

 Clear Expectations: Employees know exactly what skills and behaviors are expected of
them, which leads to better performance and alignment with organizational goals.
 Enhanced Training & Development: With clear competencies outlined, organizations
can design training programs that target the skills employees need to improve.
 Improved Hiring Process: Competency-based job descriptions help in identifying the
right candidates who possess the necessary skills and characteristics, making the hiring
process more effective.
 Better Performance Appraisals: Performance reviews become more objective and
focused on how well employees demonstrate the required competencies, rather than
subjective evaluations of task completion.

Example of Competency-Based Job Description

For a Customer Service Representative:

 General Competencies:
 Communication Skills: Ability to clearly explain products and services to customers.
 Problem-Solving: Able to quickly and effectively address customer issues.
 Technical Competencies:
 CRM Software Knowledge: Proficient in using customer relationship management
systems to track customer interactions.
 Leadership Competencies:
 Conflict Resolution: Demonstrates the ability to de-escalate customer complaints and
find solutions.

In summary, competency-based job analysis provides a comprehensive approach to


understanding and defining the skills and behaviors necessary for job success. It shifts
the focus from task-based descriptions to performance-driven competencies, making it
a powerful tool for HR management, hiring, training, and performance appraisal
processes.

You might also like