Difference Between Job Descriptions and Competency Models
Job descriptions are often equated with job competency models. While similar in content, there are important differences. They…
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The Evolution of Competency Modeling
Word cloud concept illustration of core comptency The first ten years of competency modeling were dominated by consultants…
Key Concepts of Career Development
Whether functioning as a supervisor, coach or employee, a review of several concepts relating to career development…
The Single Job Competency Model
When deciding how to approach a competency model-building project, it is useful to consider three distinctive approaches: Single…
Collecting Data to Build Competency Models
The project plan that is completed in Step 2 (Project Planning) will have included one or more methods…
Conducting Job Analysis Interviews
JOB ANALYSIS is a key component of Workitect’s competency-modeling process and is completed at the beginning Step 3…
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…
Conducting Behavioral Event Interviews
STEP 3 – DATA COLLECTION A Behavioral Event Interview is a 1 to 1½ hour interview, in which…
Secondary Data Collection Methods
STEP 3 – DATA COLLECTION In addition to the primary data collection methods that were described in the previous…
Build Models With Input From Job-Holders
SECONDARY DATA COLLECTION METHODS Observation of Job Holders Observation of job holders can be helpful in developing competency…
Using Competencies To Enhance Employee Performance
In the late ’90s, the American Compensation Association (now WorldAtWork) sponsored a research study titled “Raising the Bar…
Looking for great talent? Competencies may be your best ally
The primary mission of HR professionals focuses on four distinct objectives: Finding great talent Minimizing the learning curve…