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At Kravetz Associates, we essentially developed the job competency movement. We did our first consulting work in this area in 1982, designed our first pay-for-competencies compensation system in 1988, and have spoken and written about job competency databases since 1985. Our model linking job competencies to all HR activities is the most widely used today. (Click here to view article about our vision on job competencies.) At Kravetz Associates, we have developed a unique way of defining job competencies. Our methodology enables organizations to link together all HR activities with a single job competency database. We conduct interviews to determine the job competencies for an organization, clearly define each competency, and create a matrix showing which competencies go with which jobs. All competencies are defined by us - technical, leadership and business. We build out any of the following systems which a client desires, (or you can do it yourself) using the same competency database over and over again:
Others may talk about the link between competency and other HR activities. However, they usually get bogged down when they try to design a training course for a personality trait such as "flexibility." Or they try to select people for a job based on how "conscientious" they are and quickly discover the difficulties with this (and legal defensibility). We use a highly valid job analysis approach to determine job competencies. It is called "job content validation." This ensures a very tight link between job competencies and other areas such as training. When you measure, reward, develop and select on needed job competencies, you build a competent workforce. It all starts with having accurate competencies. We can show you this unique and effective process for job competency work. For job competency software information click here. |
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