Dear All,
It seems that there is no much difference in competency modelling and job analysis.
Despite all of the hype surrounding the practice of competency modeling in organizations, it appears to be a form of worker-oriented job analysis that focuses on broader characteristics of individuals and on using these characteristics to inform HR practices. As such, it is inappropriate to proclaim that competency modeling is a replacement for job analysis because each approach has a different focus, and the appropriateness of either methodology should depend on the purpose of the analysis.
Let me know your views please.
Regards
Manish
From India, Nagpur
16It seems that there is no much difference in competency modelling and job analysis.
Despite all of the hype surrounding the practice of competency modeling in organizations, it appears to be a form of worker-oriented job analysis that focuses on broader characteristics of individuals and on using these characteristics to inform HR practices. As such, it is inappropriate to proclaim that competency modeling is a replacement for job analysis because each approach has a different focus, and the appropriateness of either methodology should depend on the purpose of the analysis.
Let me know your views please.
Regards
Manish
From India, Nagpur
Hi I read some opinion in this topic. I agree with some but I recommend that we can find out some articles at citehr.com by searching. Rgs
From Vietnam,
From Vietnam,
Adding calibration to job analysis makes a competency modelling.
Let me simplify my statement, job analysis was an (innovative) tool created when the jobs in the office starting getting multiple to define what is needed for a person to do a job in a role. Things were simple but as the size or orgs grew so did the departments in them and sub departments n roles. The nail in the coffin was when the capitalist era was over and with them the union's so the employees needed a tool to justify their promotions and the management to discard their request. At the same time the Human resources also evolved and gifted them competencies.
Competencies help define the maturity of the candidate on the job (analysis) along with comparing them with other job/s(competencies) in the organisation and specifically in same team.
I am sorry for the super delayed response but someone will benefit
From India, Bangalore
Let me simplify my statement, job analysis was an (innovative) tool created when the jobs in the office starting getting multiple to define what is needed for a person to do a job in a role. Things were simple but as the size or orgs grew so did the departments in them and sub departments n roles. The nail in the coffin was when the capitalist era was over and with them the union's so the employees needed a tool to justify their promotions and the management to discard their request. At the same time the Human resources also evolved and gifted them competencies.
Competencies help define the maturity of the candidate on the job (analysis) along with comparing them with other job/s(competencies) in the organisation and specifically in same team.
I am sorry for the super delayed response but someone will benefit
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Competency mapping.ppt