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Employee Training and Development
Job Analysis and Competency Models
Undoubtedly, job analysis has been the most widely used tool for hiring, developing, training, and compensating employees. The role of job analysis has been very instrumental in any organization. Nevertheless, this dynamic world also demands constant changes in the hiring process too. That is where, competency assessment has emerged as alternative to job analysis (Bodner, 2011).
Competency was once used as a backup tool for job analysis, but has now emerged as a tool itself in the field of business. Job competency has been defined as those characteristics in an individual that helps in achieving higher performance. Skills and knowledge are also required apart from those characteristics for achieving higher performance. She elaborates attitudes, knowledge, and skills as the inferences of knowledgeable people regarding those strategic requirements and behavior needed to achieve higher performance. Competency supports job analysis as it defines the performance of an individual in certain circumstances. The ability of an individual to deliver with respect to his/her behavior, attitudes, skills, and knowledge is known as competency (Bodner, 2011).
Competencies have evolved as a replacement of job analysis. They are visible within the organizations. Paradigm shift is being observed in competency-based organization so that focus could be on individual's characteristics that are essential in achieving goals of an organization. Competency has also been defined as capabilities and inner drives of a person rather than knowledge or subject matter (Bodner, 2011).
Last definition clarifies the role of competency in a broader perspective. Competency...
Presently, planning out a model of competency is considered to be greater than the increment of job analysis. However, today, the competencies are a major and valuable part of an organization (Bodner, 2011).
Job analysis actually involves the study of job in different parts. Every aspect is studied separately and a job description is created which describes the way job is to be carried out. This report involves recruitment, selection, and compensation and development aspects of a particular job. Competency model can be regarded a tool for making a final decision due to its reliability. All the required skills, information and knowledge are described in detail. These were often omitted in the report of job description. The assessment is prepared taking into account the knowledge and skills of the applicant so that great performers can be chosen to carry out the job effectively (Bodner, 2011).
The world of today is fast changing. Every business in the industry needs to cope up with the advancement in technology. Moreover, the organizations and institutions must be capable to come up with innovation so that they can survive in the changing environment. The preparation of job description is time consuming and may turn out to be useless if there are rapid changes in the particular industry or the market (Bodner, 2011).
There are four main categories that job analysis incorporates. The four various skills are supervisory, general business, technical and interpersonal. These categories are not strong enough to assist the global rapid changes. The idea…
References
Bodner, S.L. (2011). The Evolution of Job Analysis: Competency Assessment Comes of Age, Accessed on February 1, 2012 from www.pyramidodi.com/papers/competency.pdf
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