Competency Modeling v Job Analysis Michael Brannick Discussant

Competency Modeling v. Job Analysis Michael Brannick Discussant

Competency Models Are Statements of Values l Our company values (e. g. ): l l l l 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

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

Giumetti and Curnow l CM & JA: Integrative Perspective l a combination of knowledge, skills, abilities and other individual characteristics (often called KSAOs; including but not limited to motives, personality traits, selfconcepts, 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 l Validity of combining core competencies with technical competencies l

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

lopment ople Directedness FJA task statements? Should ‘compentency’ be reserved for managerial jobs?

Morath, Curnow, Cronin, & Leonard Top-Down Approach l Interview SMEs; future-oriented performance dimensions l Competencies must be ‘general enough to guide development of leaders who fill a wide variety of joint positions, but specific enough for performance requirements’ l GWA from O*NET l

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

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

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