Job Competency Analysis
Organisations need a language to help define what ‘exceptional performance’ looks like and provide a basis by which people can be selected or developed in the role. Competencies have become the modern language used by most organisations to enable this. By clearly defining ‘ excellence’ in a job role, organisations can objectively define what they are looking for and link workplace behaviours with the corporate strategy that will drive success in the future.
Talent Strengths provides an online Job Competency Analysis Questionnaire which also forms part of the integrated Invent Series™. Using an online version of the ‘card sort method’ for data gathering, this structured questionnaire is used to survey job holders, line managers and other individuals concerned with understanding what is required for high performance in a specified job role. The online questionnaire helps gather essential information to identify:
- What people do in their job role
- The rank order of importance of each behavioural competency
- How often they do it
- The level of complexity demonstrated in each competency
A Job Competency Analysis is an essential organisational activity which should ideally be conducted regularly with all job roles ensuring that the results are:
The activity can be seen or heard by other people around the person performing the activity.
- Describes Required Work Behaviour
The main focus is on what exceptional performance should look like and the behaviours required in the role and not the specific behaviours of the person currently in the role.
- Verifiable and Can be Replicated
For ensuring the results are valid and reliable.
- Reflects Accurately the Current and Future Role
To ensure that the document is current it should reflect performance expectations in the job today and in the near future.
- Collected from Multiple Sources
Objectivity is increased by seeking views from multiple sources involved with the job role.
The Job Competency Analysis Report can also be used as a standalone document to inform other activities such as developing a job description, job evaluation, job design, employee development and for performance appraisals.
Please contact Talent Strengths to find out more or to arrange a trial.