Using Competencies To Enhance Employee Performance
In the late '90s, the American Compensation Association (now WorldAtWork) sponsored a research study titled “Raising the Bar – Using Competencies to Enhance Employee Performance”. The results were published in [...]
Secondary Data Collection Methods
STEP 3 - DATA COLLECTION In addition to the primary data collection methods that were described in the previous sections, there are several other data collection methods that may be useful [...]
Conducting Behavioral Event Interviews
STEP 3 - DATA COLLECTION A Behavioral Event Interview is a 1 to 1½ hour interview, in which the interviewee is asked to provide highly detailed accounts of how he/she [...]
Using Resource / Expert Panels to Build Competency Models
A Component of Step 3 of Workitect's Model-Building Process. A Resource Panel is a three to six-hour facilitated meeting with an agenda that is similar to, but broader than, the one [...]
Conducting Job Analysis Interviews
JOB ANALYSIS is a key component of Workitect's competency-modeling process and is completed at the beginning Step 3 - DATA COLLECTION. Job Analysis Interviews are usually conducted with capable [...]
Identifying a Set of Generic Competencies
Why should you use a dictionary of generic competencies when you can develop your own dictionary? Because so much competency modeling has been done over the past 40 years, it [...]
Collecting Data to Build Competency Models
The project plan that is completed in Step 2 (Project Planning) will have included one or more methods of data collection that are appropriate for the project. This blog presents [...]
The One-Size-Fits-All Competency Model
SINGLE JOB MODEL > ONE-SIZE-FITS-ALL MODEL > MULTIPLE JOBS MODELS Business people business people top view people group business group people happy In the One-Size-Fits-All Approach, a competency [...]