1. MGT 6550: Talent Acquisition & Retention
CLASS 2: Job Analysis & Competency Modeling

2. Announcements Project groups have been established
See announcement on Canvas
Will make “project groups” on Canvas for assignment submission
Companies will be on campus next class!

3. Learning Objectives
Analyze jobs and identify the knowledge, skills, abilities, and other attributes (KSAOs) necessary for successful job performance
Understand competency modeling within the umbrella of organization and identify competencies that lead to organizational success
Know how to utilize job analysis information to draft a job description and person specification
Recognize the strategic link between business strategy and staffing through both job analysis and competency modeling

4. Competitive Advantage through People
Human Capital: The knowledge, skills, abilities, and other attributes (KSAOs) of individuals in your workforce.
Social Capital: The relationships that facilitate resource exchange and knowledge transfer.
Talent: The combined human and social capital that an individual possesses.
Talent Management: The development and governance of employees’ human and social capital throughout their lifecycle within the organization.

5. What is Job Analysis?
The systematic process of identifying and describing the important aspects of a job and the characteristics a worker needs to do it well.
THE most fundamental HR activity
Foundation for developing job descriptions and job specifications, which provide a basis for:
Recruitment
Selection
Compensation
Training
Employee Development
Performance Management

6. Job Analysis Process Job identification
Job: Group of positions that are virtually identical in their core tasks.
Position: A group of tasks assigned to one person
Task: A duty that is to be performed
Job identification process:
Identify all positions
Group positions into jobs
Job families: jobs that are similar, but not identical
Standardize job titles, where possible
O*NET (

7. Job Analysis Process Collection of job information
What job information to collect:
Purpose of the job
Tasks, duties, responsibilities (TDRs) (importance, frequency, etc.)
Outcomes/products
Equipment/materials/procedures used
Job context/environment
How to collect job information:
Task inventory approach
Job elements method
Critical incidents techniques
Interviews
Questionnaires
Who to collect job information from:
Job incumbents
Supervisors
Subordinates
Coworkers

8. Job Analysis Process Interpretation of collected job information
Task Groups
Essential v. non-essential job functions
Qualifications needed and/or preferred
KSAOs
Education
Experience
Certification
Etc.
Job level
FLSA status
exempt v. non-exempt
Relative organizational level

9. Job Analysis Process Reporting of job information Job Description
Job title
Job level (FLSA, supervisor, etc.)
Job summary
Essential TDRs
Non-essential TDRs
Person Specification
Required qualifications (minimum standard)
Preferred qualifications (differentiators)

10. Competency Modeling

11. What is Competency Modeling?
Job analysis focusing on overarching competencies that attempts to (1) distinguish between low and high performers, (2) anticipate future job duties, (3) foster employee development, and (4) tie the focal job to organizational strategy.
Competency: Underlying characteristic of an individual that contributes to job or role performance and to organizational success.
Competency model: Combination of several competencies that are necessary for success in a particular job or role.

12. The Competency Modeling Process
Campion et al. (2011), p. 230

13. Comparisons of the Processes
Job Analysis
Competency Modeling
Describes behavior
Focus on the job
Looks to the past/present
Concerned with minimum standards
Identifies specific KSAOs tied to the job
Influences behavior
Focus on the organization
Looks to the present/future
Concerned with maximum performance
Identifies general competencies tied to job and organization
Adapted from Sanchez & Levine (2009)

14. Legal Concerns in Job Analysis & Competency Modeling

15. Legal Considerations Equal Employment Opportunity
EEOC requires employers to post a notice describing federal anti-discrimination laws
Many employers also choose to include an EEO statement in job postings
e.g. ABD Company provides equal opportunity to all applicants, regardless of race, color, religion, sex, national origin, age, disability, military service, or genetics.
Uniform Guidelines on Employee Selection Procedures
Some form of job analysis is required to demonstrate job- relatedness of selection procedures
Consistent procedures should be used and documented
Results should be demonstrated in writing
Americans with Disabilities Act
Requires delineation of essential and marginal duties

16. Final Notes Companies invited to next class
Be prepared and professional
Make a good first impression!
You will have minutes to meet
Set up regular meeting schedule
Start working on Job Analysis Project