Reasons for Competency Based Job Analysis To support a high performance work

Reasons for competency based job analysis to support

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Reasons for Competency-Based Job Analysis To support a high-performance work system (HPWS). To create strategically-focused job descriptions. To support the performance management process in fostering, measuring, and rewarding: General competencies Leadership competencies Technical competencies
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Using Competencies For Job Analysis Competency is An underlying characteristic of a person which enables him to deliver superior performance in a given job, role or situation The attribute bundle including the intellectual, motivational, social & emotional capability aspects
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25 Characteristics of Competencies Observable & not inferred Underlying characteristic – deep & enduring part of personality Not restricted to a single job; the person is able to carry them along
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26 26 Defining competencies in terms of behaviors, outputs & results People have & acquire COMPETENCIES We apply these in the form of BEHAVIOUR (actions, thoughts, feelings) Our behavior produces OUTPUTS (products & services) How this is done yields RESULTS
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27 27 Results Vs Behavior At the heart of any successful activity lies a competency Managers usually focus on results (output) rather than behavior (process) Managing results may not be as effective as it seems
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28 28 Core Competencies Relevant & necessary for all employees (eg: Customer Focus) The related behavior differs across levels Junior customer service manager Answering the phone by the 3 rd ring, using polite language Regional Manager Resolving customer problems by coordinating cross- organizational resources; analyzing customer buying patterns
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29 Competency Behavior Examples Competency Developing People: Description of behavior Stretches, empowers & trains people Provides rewards, feedback & recognition Demonstrates & stimulates passion & commitment Communicates effectively with people
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30 30 Team-working Positive Behavior Negative Behavior Builds effective working relationships with others, cooperates with colleagues to achieve goals & is sensitive to their needs • Encourages others to contribute & give ideas •Builds on others contributions •Gives priority to team goals •Celebrates team success •Prefers to work alone •Promotes own ideas over others •Criticizes others contributions •Gives priority to meeting own needs •Does not consider impact on others Competencies with examples of positive & negative behavior
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31 31 Elaboration of the Competence Independence Independence Frequently needs help, correction, supervision. Plans & organizes own work insufficiently. A (below par) Executes tasks independently Divides own work efficiently. Only needs help with non- routine work. B Executes nearly all tasks independently Only needs help with very difficult situations. C Usually acts independently, systematically & efficiently even under pressure & in very difficult situations D (Excellent)
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How to Write Job Competencies- Based Job Descriptions Interview job incumbents and their supervisors – Ask open-ended questions about job responsibilities and activities.
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  • Spring '18
  • supervisor, Job Analysis and Talent

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