DQ 2 wk 2
DQ 2 wk 2
A competence model is a standard of describing and analyzing the range, and types of skills, knowledge and abilities an organization seeks from its existing and potential employees in order to have a competitive advantage. On the other hand, traditional job analysis techniques are the standards or criterions developed to determine the job descriptions hence help in determining the people to be hired for the job and how the job is done. Traditional techniques of job analysis are more important than competency model because of several reasons (Schultz & Schultz, 2010).
Job analysis techniques are more comprehensive than competence models. In any case, competence models fall under job analysis. The job analysis covers every aspect of the job such as job descriptions, the necessary skills for potential employees and their qualifications. In the real sense, a competence model is just a section of the job analysis (Schultz & Schultz, 2010).
Practicality
Job analysis techniques are more realistic and practical compared to a competence model. When analyzing a job, practical aspects of the job are focused. For instance, human resource planning, selection and recruitment, training, job design, evaluation and performance appraisal. However, competence models only focus on the skills needed to do a certain job regardless of the job’s nature. In reality, not all competent individuals perform to their full potential (Schultz & Schultz, 2005).
Accuracy
Competence models do not give a true reflection of the nature of the job. The skills and knowledge required for one job could be similar to those of another job which is totally different. Job analysis techniques give an accurate description of what the job is about, how it is done and the qualifications of the potential employees (Schultz & Schultz, 2010).
Conclusion
Therefore, job analysis techniques are more useful than competence models because they are comprehensive, practical and give an accurate reflection of what the job is about. Furthermore, job analysis techniques focus solely on the job while competence models focus on individual workers. Emphasis should be on the job and not the individual workers.
Schultz, D. P., & Schultz, S. E. (2010). Psychology and Work Today. An Introduction to Industrial and Organizational Psychology. New York: Pearson Education.
