Difference Between Competency Modelling and Traditional Job Analysis-"Sanchez"
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Sanchez, J.I. & Levine, E.L. What is the difference between Competency Modeling and Traditional Job Analysis. Human Resource Management Review (2008)
This article is a brief discussion about Traditional Job Analysis (TJA) and Competency Model (CM). It points out major differences and fundamental goals of two approaches by the HR. The article provides ways in which TJA combined with CM can help an organization to achieve strategic objectives by directing employee behavior. The article further highlights that CM links results to business goals which is not the case with TJA approach. In addition, TJA is more methodological in terms of data collection, level of detail, assessment of reliability of results and documentation of research process. The author maintains that TJA and CM supplement each other and they are best applicable when they co-exist in Human Resource Application. Three important points of this article are: 1. Differences between Traditional Job Analysis (TJA) and Competency Model (CM): Traditional job analysis approach explicitly links skills and abilities to the bigger picture i.e. KSAOs (Knowledge, Skill, Ability or Other Characteristics), whereas competency modeling aims at identifying skills and abilities that can be used for a variety of purposes and for a variety of jobs in the same organization. Competency model approach uses behaviour indicators such as desirable, undesirable and moderate that helps to manifests competencies in employees. Competencies are primarily based on behavioral descriptions, while the KSAO's produced by a Job Analysis are not. Another difference is that in TJA approach job is described as an abstract entity. Job is considered a social construction that exists separately from the person holding the job and performance a by-product of the employee’s interpretation of the job. On the other hand CM approach influences employees to enact their role in a manner which is
Sanchez, J.I. & Levine, E.L. What is the difference between Competency Modeling and Traditional Job Analysis. Human Resource Management Review (2008)
This article is a brief discussion about Traditional Job Analysis (TJA) and Competency Model (CM). It points out major differences and fundamental goals of two approaches by the HR. The article provides ways in which TJA combined with CM can help an organization to achieve strategic objectives by directing employee behavior. The article further highlights that CM links results to business goals which is not the case with TJA approach. In addition, TJA is more methodological in terms of data collection, level of detail, assessment of reliability of results and documentation of research process. The author maintains that TJA and CM supplement each other and they are best applicable when they co-exist in Human Resource Application. Three important points of this article are: 1. Differences between Traditional Job Analysis (TJA) and Competency Model (CM): Traditional job analysis approach explicitly links skills and abilities to the bigger picture i.e. KSAOs (Knowledge, Skill, Ability or Other Characteristics), whereas competency modeling aims at identifying skills and abilities that can be used for a variety of purposes and for a variety of jobs in the same organization. Competency model approach uses behaviour indicators such as desirable, undesirable and moderate that helps to manifests competencies in employees. Competencies are primarily based on behavioral descriptions, while the KSAO's produced by a Job Analysis are not. Another difference is that in TJA approach job is described as an abstract entity. Job is considered a social construction that exists separately from the person holding the job and performance a by-product of the employee’s interpretation of the job. On the other hand CM approach influences employees to enact their role in a manner which is