1. © 2013 by Nelson Education1 Job Analysis and Competency Models

2. © 2013 by Nelson Education2 Chapter Learning Outcomes  After reading this chapter you should:  Understand the importance of job analysis and the role it plays in recruitment and selection  Be able to describe guidelines for conducting analyses employing a variety of job analysis techniques  Be able to use standard tools and techniques to conduct a job analysis

3. © 2013 by Nelson Education 3  Recognize processes for identifying job specifications to be used in recruitment and selection of human resources  Understand what competencies are  Understand the role competencies play in recruitment and selection  Know how to identify competencies  Recognize best practices in competency modelling Chapter Learning Outcomes (continued)

4. © 2013 by Nelson Education 4  Job analysis: the process of collecting information about jobs “by any method for any purpose”  It is a method that provides a description of the duties of the job, including job responsibilities and working conditions, information about the knowledge, skills, abilities, and other attributes required in its performance.  Job analysis data support several HR activities (e.g., recruitment, selection, training and development, performance management). What is Job Analysis?

5. 5  Job evaluation is the use of job analysis data to establish the worth of a job and to set compensation rates.  Job evaluation allows comparisons between jobs within an organization (internal equity) and to those outside of it (external equity) to determine the fairness of the company’s compensation system. What is Job Evaluation?

6. 6  Job specification: the knowledge, skills, abilities, and other attributes or competences that are needed by a job incumbent to perform well on the job (minimum requirements – your “Must-Haves”)  KSAOs: the knowledge, skills, abilities, and other attributes necessary for a new incumbent to do well on the job  Also referred to as a job, employment, or worker specifications Key Terms

7. 7  Job description: a written description of what job occupants are required to do; how they are supposed to do it; and the rationale for any required job procedures  Job descriptions should include:  Primary focus  Major duties performed  Skills and qualifications  Working conditions  Span of Control  Reporting relationships What is a Job Description?

8.  Interviews  Direct Observation  Structured Job Analysis Questionnaires and Inventories  Position Analysis Question (PAQ)  Task Inventories  Functional Job Analysis  Worker Traits Inventories  Threshold Traits Analysis System  Fleishman Job Analysis Survey (F-JAS)  Job Element Method 8 Job Analysis Methods

9. © 2013 by Nelson Education 9  Competencies: groups of related behaviours that are needed for successful job performance in an organization  Are measurable attributes that distinguish outstanding performers from others  Competencies contain three elements: 1. underlie effective and successful job performance 2. are observable or measurable 3. distinguish between superior and other performers The Role of Competencies in Recruitment and Selection

10.  Action oriented  Adaptability  Building trust  Coaching  Collaboration  Communication  Conflict management  Cultural competence  Planning and organizing  Customer/client focus  Decision making / problem solving  Developing others  Delegating responsibility  Facilitating change  Influence  Initiative  Innovation 10 Competencies:

11.  Managing work  Risk taking  Strategic focus  Teamwork  Team leadership  Visionary leadership  Interpersonal awareness  Leading and deciding  Analyzing and interpreting  Creating and conceptualizing  Organizing and executing  Supporting and cooperating 11 Competencies (continued):

12. © 2013 by Nelson Education 12  Competency model: a collection of competencies that are relevant to performance in a particular job, job family, or functional area  Usually developed as a three-tiered competency framework based on an organization’s strategy and vision Competency Model

13.  Competency profile: a set of proficiency ratings related to a function, job, or employee  Proficiency level: the level at which competency must be performed to ensure success - usually a 4 point scale Example: 1 – basic knowledge or training in competency 2 - Basic level of competency required 3 – intermediate level of competency required 4 – advanced level of competency required 13 Competency Model (continued)

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