The document discusses competency-based job analysis, which describes jobs in terms of measurable behaviors and competencies rather than duties. It emphasizes that employees are capable of performing rather than their assigned duties. There are general, leadership, technical, and job-specific competencies. Competency architecture includes core competencies for all organization members, functional competencies for similar jobs, and job-specific competencies. Competency-based analysis is strategic and can help companies achieve high performance by focusing on measurable skills, knowledge, and competencies.

2. COMPETENCY – BASED JOB
ANALYSIS
Kathrina Maika A. Montayre
BS Psychology 3
Job Analysis and Design (Psych 31)
6:00 – 7:00 pm
June 21, 2013

3. COMPETENCY BASED JOB - ANALYSIS
Describing a job in terms of the measurable and
observable behavioral competencies an employee
must exhibit to do a job well.
Writing a job based on competencies not on duties.
Emphasizes that an employee is capable of doing
rather than his/her duties.

4. COMPETENCY
Demonstrable characteristics of a person that
enable performance of the job.
Character
Knowledge
Attitude
SkillTrait
Social Role
KSAO’s
Attributes
Ability

5. TYPES OF COMPETENCIES
General Competencies
Leadership Competencies
Technical Competencies
Reading
Writing
Mathematical Reasoning
Leadership
Strategic Thinking
Teaching
Specific job – related
competencies

6. COMPETENCY ARCHITECTURE
Core Competency
Functional Competency
Job – Specific Competency
Needed by every member in an organization,
regardless of job
Shared by positions with similar job contents
Apply only to specific positions

7. Why We Do Competency Based Job - Analysis
It is strategic.
It can help reach High Performance System.
Measurable skills , knowledge, and competency are
the heart of any company.