The daily deadlines experienced in business organizations ensure their managers pay attention to pressing issues. This may include issues which provide relatively immediate financial gains. As a consequence, human resource managers usually find it hard to allocate the required time needed to formulate new job descriptions or competency models specific to a vacancy.
Instead, they usually depend on a previous job descriptions and competency models during the recruitment of new personnel. This is a huge mistake because job competencies are an essential part of the job description. A valid job analysis is essential in the recruitment of the best-qualified person for a particular job.
The job description of a certain vacancy originates from a process referred to as job analysis. This procedure is carried out when the human resources department or manager assess and determine the qualities desired by the company in reference to a particular vacancy. Most traditional job descriptions focus on the responsibilities and tasks that the employees have to achieve.
However, competency models further extend the assessment of the job description. It describes the qualities and competencies required for an individual to be successful in a particular task. Competency models are particularly advantageous to prospective and current employees.
The primary objective of the traditional job analysis is to illustrate the role and responsibilities of a particular vacancy to the staffing managers and employees. A comprehensive list of obligations assists the employees to comprehend the roles in the organization.
Traditional job descriptions are essentially used in the training and coaching of employees. Inadequate descriptions of job functions result in uncertainties among the workers in relation to the particular roles they are supposed to play.
Competency models usually expand on the job description functions to include skills, conduct, and behavior, among other things deemed vital for the position. The inclusion of competencies in job advertisements enables prospective employees to determine whether they have attained the minimum requirements for a position.
Organizations use functions to define what is expected of an employee on the job. On the other hand, competencies define the kind of candidate is best suited for the position. Another essential advantage of a competency description is assisting the current employees to familiarize themselves with the essential skills required to secure a promotion.
Front-line personnel with an ambition to pursue management roles are able to get information about the knowledge, skills and roles required for a particular position. The common characteristic of a front-line employee seeking a managerial position is leadership. When the identification this competency model in a job advertisement is done, the individual will pursue opportunities which enhance his leadership skills through projects or working groups.
Job descriptions and competency models provide a means through which prospective employees can gauge their abilities; education, traits, and working experience. They are also a strategy through which organizations use to screen seekers.
This information is incorporated in the performance needs, which is the foundation of performance appraisals. Additionally, organizations depend on job descriptions and competency models to establish training curriculum for their employees. On the other hand, employees depend on this information to define the skills and abilities required to secure a promotion.
The job description is a significant element constituted in employment agreements. Job descriptions describe the vacancy title and the relevant recruiting department. On the other hand, competency descriptions define the skills, attitudes, and knowledge needed for a particular job description.