Competency Modeling Viewed from Work Analysis

Abstract

Traditional job analysis has been alrcady established as the ~vay of collecting job information, competency modeling has been recognized :is an alternative in the last decade. In thc present study. we examine various aspects of competency modeling: the origin of concclpt. difference from job analysis, and its proper use for maximum utility. LI7e ernploy a frame of work analysis to provide an intc:grate understanding of job analysis and competency modeling. We notice that the current practice of' job analysis has its own merit which enabled its wide adaptation in organization and industries. Competency modeling is not to substitute for or deny everything of job analysis, although this new method has its niche which is attractive to practitioners and theorists. In terms of scale of work and analytic practice, job analysis is focused on a relatively smaller grain size called '>oh" and competency modeling on human attributes that are needed for performing a broader range of work. In terms of systematic approach to collecting job information. job analysis and competency modeling have differences in range of analysis and application