HR management

1. Definition of competency

“Competency is knowledge, skill, ability, or characteristic associated with high performance on a job”. (Mirabile, 1997 ).

“Competency is a description of measurable work habits and personal skills used to achieve a work objective” (Green, 1999).

2. Definition of competency modeling

Competency modeling is a measurable method of knowledge, skill, abilities, behaviors, and other characteristics that an individual needs to perform work successfully or

Competency modeling is the activity of determining the specific competencies that are characteristic of high performance and success in a given job.

3. Components / contents of competency modeling

Competency Modeling includes elements as follows:
• Skills
• Knowledge
• Values
• Interests
• Personality
• Abilities

4. Comparison of Job Analysis and Competency Modeling

• Job Analysis include KSAs (KSAOs), Competency Modeling include KSAs and behaviors, personality, attitudes.
• Job Analysis base on task-focused, Competency Modeling base on person-focused.
• Job Analysis tied to role of worker, Competency Modeling tied to organizational goals and strategy.

5. Comparison of KSAs and Competency Modeling

KSAs base on individual success, Competency Modeling base on organizational success.

6. Advantages of Competency Modeling

• Focus on “core competencies”
• Use language and terms understood throughout the organization
• To raise competency levels throughout the organization
• To emphasize people’s capabilities for enhancing the competitive advantage of the organization
• Attractive to the organization because it tied to the organization’s strategic and values statements.
• Rooted in company mission and values (but are still measurable)

7. Disadvantages of Competency Modeling

• Present rather than future focused.
• More useful for selection than development.
• Often lacks a valid measurement strategy.

8. Related documents:

• Process of Competency Modeling
• KSA model
• Job analysis methods

Author: Davi Ngo, hrvinet.com

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