Our competency modeling services focus on identifying the behaviors that job holders perform and grouping those behaviors into meaningful categories that can be communicated to incumbents and used in performance management, career management, talent sourcing, assessment and hiring.
Competency models differ from traditional specifications of KSAOs in that the focus is on combining important behaviors into categories that communicate a clear link to business strategy, key aspects of the culture and, in many cases, the aspirations of the organization. In that sense, competency models tend to be developed for broad classes of jobs (e.g., managers of managers), while knowledge and skill specifications are built for specific jobs.
Job analysis is the process of identifying the important job requirements, knowledge, skills, abilities and other characteristics (KSAOs) and minimum qualifications required to perform jobs successfully. Job analysis is the basic building block of all human resource management processes. Our award-winning, Web-based job analysis tool, JobMetrics®, provides a cost-effective, streamlined and flexible process for defining the work behaviors and the KSAOs employees need to be successful across all levels of jobs. This tool can be used to generate job descriptions, position profiles and a full range of reports across job families and organizational levels.
Job analysis is key to establishing a legally defensible foundation for a variety of HR programs, including recruitment and selection, performance management, compensation, promotions and transfers, organizational restructuring, succession planning, and training and development.