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Job Analysis and Competency Modeling
Performing a Job Analysis is the first step in a rigorous approach to Job Competency Modeling. A job analysis is the process of collecting information about the tasks, duties and responsibilities of a job, and the requisite knowledge, skills, abilities and other characteristics necessary for that particular job. Job analysis serves as an important basis for identifying and utilizing appropriate assessments, and providing evidence of job-relatedness of those assessments in the event of a legal challenge.
Our analysts apply a variety of methods to collect the
necessary job information. These may include:
- Job Observation
- Individual and Group Interviews (with job incumbents, executives, etc.)
- Technical Conference/Focus Groups
- Questionnaires (either structured or open-ended)
- Critical Incidents Analysis and/or Repertory Grid Analysis
- Computerized work profiling software system
You provide the subject matter experts who know the ins and outs of the job. They are typically top performing incumbents, managers of the job, and HR professionals familiar with the broader job and organizational context.
The job analysis information is synthesized to develop performance criteria or competencies. Depending on the competency model developed, appropriate selection instruments are chosen and custom calibrated to build valid and defensible selection procedures that maximize predictive validity and return on investments.
Our consultants can work with you to determine and recommend a job analysis design appropriate for your situation.