Job Analysis

Competency Selection

Gohar Alam
Job
Analysis?
o Job analysis involves collecting job related information needed by an employee
to successfully fulfill the role & profile.

o JA gives an overview on the physical, emotional & related human qualities

required to execute the job successfully.

o HR managers use job analysis to do complete research on the job

requirements, work activities, performance standards, evaluation methods etc
and give information to employees and prospective candidates so that they
have a better understanding on what is required from them.

o Job analysis is broadly bifurcated into two components i.e. job description and
job specification.

Page 2
Job
Analysis
A good job analysis helps in understanding the following:

1. Who can perform the job?

2. When and where the job has to be done?

3. What are the perks, salaries, benefits etc. related to the job?

4. What educational qualifications, skill sets, work experience etc. is required?

5.What is criteria for recruitment, selection, performance evaluation,

appraisal, compensation etc.?

Page 3
Job Analysis
Methods
o Performance: Performing/doing a job to understand its modalities

o Observation: Attributes like workplace environment, physical activities,

techniques & skills required etc. can all be covered by simply observing existing
or similar jobs

o Interview: Interviewing employees helps in understanding the challenges,

difficulties, emotional requirements, complications, deliverables etc

o Questionnaire: Questionnaires helps in obtaining large volumes of data and this

data can be quantified & analyzed to understand the job requirements in a much
better way

Page 4
Page 5
Best way of Conduction Job
Analysis & developing JD

Microsoft Word
Microsoft Word 7 - 2003 Docume
7 - 2003 Documen

SPO JD DDI – JA & JD Temp

Page 6
Page 7
Competency Model
Core Competencies Leader Competencies
Customer Focus Business Insight
Drives Results Strategic Mindset
Collaborates Builds Effective Teams
Instills Trust Courage
Values Differences Cultivates Innovation
Manages Complexity Manages Ambiguity
Plans & Aligns Drives Vision & Purpose
Self-Development Attracts & Develops Talents

Select the 5-6 competencies that are most critical for success in the role

Page 8
Practice:
“Now You’re an Expert Panel”

• Agree on a critical and well known job

• Identify the competencies which are

critical for success in this job

Page 9
Preliminary Profile Questions

What are the strategic goals of the organization or function?

What are the deliverables / expectations of the job?
What are some barriers to performance?
What differentiates high performers?

Use your experience(s) to record and set context for a

targeted card sort to identify a success profile

Profile
Questions

Page 10
Competency Card Sort

Page 11
What is Most Important to be
a Successful incumbent

Page 12
Posting your sort results Adobe Acrobat
Document
Adobe Acrobat
Document

Competency Competency
poster 1 poster 2

Next, stick the green,

blue and orange dots on
the poster next to the
corresponding
competency

Example
Less Important:
Important:
Most Important:

Page 13
Note Taking
• Label the stories
• Use a word or short phrase to identify each story or situation described by
the candidate.
• Use bullet point statements to record relevant detail
• Try to check the themes as you are taking notes
• Place a check mark by any themes you observe
• Rate each competency as you go, don’t wait until the end
• Keep an open mind
• Initial impressions sometimes change as the interview progresses and
the candidate shares more experiences
• Develop a system that works for you
• Ensure your wording is appropriate

Page 14
Practice:
Interview Roleplay
• Form groups of three
• Determine interviewer, interviewee, and observer
• Each interviewer gets 10 min to interview for one competency
• Ask the question and probes
• Interviewees will draw from real experience
• Take notes
• Observer provides feedback (5 min)
• Switch roles and repeat
• Debrief the round of interviews (10 min)
• Prepare to report back (5 min)
Page 15
Practicing Questions Microsoft Word
Document
Adobe Acrobat
Document

Evaluation form Interview Guide

Communication Head

Microsoft Word
Document

Communication Head Competencies

Practice Debrief

• What stood out?

• Where were you fascinated?

• Where did you feel challenged?

• What would you do differently?

Page 19
Thank You