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Alissa Rica Mauryn Adriel Cobey Lady Laryna Ma. Angelica Precious
Ang Contado Framil Mallari Reyes Villanueva

MANAGE PROFILES
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PRESENTATION

Job Analysis and

Competency Models
Job analysis provides the foundation for many human resources
applications, including personnel recruiting and selection, training,
compensation, performance management, and many others.

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 JOB ANALYSIS

Job Analysis

Let’s Define Job Analysis

Job analysis is a procedure through which you can determine the
duties and responsibilities, nature of the jobs and finally to decide
qualifications, skills and knowledge to be required for an employee
to perform a particular job.
 JOB ANALYSIS

Job Analysis

Job Documentation
A job description is a useful plain-language tool that
describes the essential functions and specifications of a
position.
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PRESENTATION

Job Analysis Steps

1) Plan 4) Document
2) Prepare 5) Update
3) Conduct

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PLAN

Identify the objectives.

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PREPARE
Identify jobs and
organize the process.

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CONDUCT

Select a method and

collect job data.

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DOCUMENT

Create job descriptions.

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UPDATE

WATCHA DOING?

Keep current and available.

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PRESENTATION

Purpose of Job Analysis

▪ Recruitment & Selection
▪ Performance & Analysis
▪ Training & Development
▪ Compensation Management
▪ Job Designing & Redesigning

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 Purpose Job Analysis

Recruitment and Selection

Job Analysis helps in determining
what kind of person is required to
perform a particular job.
 Purpose Job Analysis

Performance Analysis
Job analysis is done to check if goals
and objectives of a particular job are
met or not.
 Purpose Job Analysis

Training and Development

Job analysis can be used to assess the
training and development needs of
employees.
 Purpose Job Analysis

Compensation Management
Job analysis plays a vital role in deciding
the pay packages and extra perks and
benefits and fixed and variable incentives
of employees.
 Purpose Job Analysis

Job Designing and

Redesigning
The main purpose of job analysis is to
streamline the human efforts and get
the best possible output.
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PRESENTATION

Job Analysis Method

▪ Observation Method
▪ Interview Method
▪ Questionnaire Method
▪ Combination
▪ More…

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OBSERVATION METHOD
enables job analysts to observe employees in their daily routines
 JOB ANALYSIS METHOD

Observation
Method
DISADVANTAGE
▪ Distortion of information
▪ Awareness affects work output
▪ Not all job duties can be observed in the set time frame
▪ Employees with higher position may be difficult to observe fully
INTERVIEW METHOD
job analysts conduct interviews with incumbents to collect information about
their tasks and how they are coping with them
 JOB ANALYSIS METHOD

Interview
Method

Questions

STRUCTURED Criteria UNSTRUCTURED

Interview process
QUESTIONNAIRE METHOD
a widely used method of gathering job data because of its ease of use and
convenience.
 JOB ANALYSIS METHOD

Questionnaire
Method

ADVANTAGES
▪ Cost-efficient ▪ Quantitative in nature
▪ Practical way to gather data ▪ Ensure user anonymity
▪ Speedy results ▪ Respondents can take their time
▪ Large sample ▪ Cover all aspects of a topic.
 JOB ANALYSIS METHOD

Questionnaire
Method

DISADVANTAGES
▪ Dishonesty can be an issue
▪ Results can be subjective
▪ Miscommunication
▪ Cannot fully capture
emotional responses
▪ Biasness can be an issue
▪ Risk respondent will not
answer
COMBINATION
WORK
WORK METHOD
METHOD
a widely used method of gathering job data because of its ease of use and
The form of analysis on work methods is applicable to describe manual and
convenience.
repeated manufacturing jobs.
WORK METHOD
TASK INVENTORY
a widely used method of gathering job data because of its ease of use and
Indeed, a task inventory lists all discrete activities which create a certain job or
convenience.
certain company.
JOB ELEMENT METHOD
Concentrates on behaviors during working and such consequences that the
behaviors bring about more than look at abstract characteristics.
DIARY METHOD
Jobs are assessed thanks to workers’ daily records or their lists of activities that
they practice day by day.
CHECKLIST AND RATING SCALE
Jobs are analyzed by using a list keeping track of such job elements.
COMPETENCY PROFILING METHOD
Activity that determines certain capacities which are characteristics of high levels of
performance in a certain job.
EXAMINING MANUALS
The analysts use manuals/or materials of reference including quality manual,
human resource manual, procedures, instruction, forms, job description.
TECHNICAL CONFERENCE
Analyzing jobs based on Subject Matter Experts
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PRESENTATION

Competency and
Competency Model
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 PRESENTATION

Competency and
Competency Model

Competency definition in Recruitment:

A competency is the capability to apply or use a set of related knowledge,
skills, and abilities required to successfully perform "critical work functions" or
tasks in a defined work setting.
 PRESENTATION

Competency and
Competency Model

How is Competency used in Recruitment?

Competency-based recruitment is a very simple concept that involves hiring
candidates that are not only the most qualified for the position you're trying
to fill, but who have a proven track record of achieving optimal and
outstanding results in their given field of interest.
 Competency
MODEL
• A competency model is a framework for defining
the skill and knowledge requirements of a job. It is
a collection of competencies that jointly define
successful job performance.
• Competency models are widely used in business
for defining and assessing competencies within
organizations in both hard and soft skills. They
represent a key component of recruitment and
hiring, as well as talent and performance
management activities of HR departments.
• Competency assessments often help form the basis
for training programs and learning content, both
formal and informal.
to build competency models follow a 5-step process:

#1 Gather
background
information
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to build competency models follow a 5-step process:

#2 Develop a draft
competency model
framework

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 to build competency models follow a 5-step process:

#3 Gather feedback
from subject matter
experts

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 to build competency models follow a 5-step process:

#4 Refine the
framework

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to build competency models follow a 5-step process:

#5 Validate the framework

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Benefits of Using Competency Models
1. Sets a concrete direction for workforce performance that aligns with
organizational goals and strategies.
2. Enables HR to have concrete understanding of all employee abilities and skills.
3. Enables HR and Training to more accurately identify learning and development
(L&D) needs.
4. Allows employees to take ownership of the skills and behaviors required of them
in their roles.
5. Empowers organizations to keep track of what skills employees have so that
strategy and planning can work towards that future skills may be needed.
6. Provides a consistent and fair system of measurement for performance
evaluation.
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PRESENTATION

Competency Model:
Major Types
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Major Types of Competency Model

Organizational Core
Competency Model
With this model, you can
understand and keep track of these
essential core competencies and
strive toward a workforce that has
each of those abilities.
Major Types of Competency Model

Functional Competency
Model
This model are often technical.
The skills within this model might
be needed within a specific
department of your company.
Major Types of Competency Model

Job Competency
Model
This competency model zeros in
on clearly defined needs within a
role so that each employee can
perform to the best of their ability.
Major Types of Competency Model

Leadership
Competency Model
There are typically some key
competencies which are absolutely
essential when hiring leadership
roles within your organization.
THIS IS THE END OF PRESENTATION

Ang, Alissa Dela Rosa

Contado, Rica Mauryn Lagunilla
Framil, Adriel Cobey Javier
Mallari, Lady Laryna Manong
Reyes, Ma. Angelica, Legaspi
Villanueva, Precious Binatac