• Competencies are the knowledge, skills, abilities, personal characteristics and other “worker-based” factors that help differentiate superior performance from average performance under specified circumstances.
• Competencies are identified to clearly define the essential functions of the job.
• Competencies are those skills required to perform adequately in a given job.
• Competencies are directly observable behaviors.
• We can differentiate between single and composite competencies.
• While competencies are more valid when they are organizationally specific there are a number of generic models available for use as a starting point.
• Competencies are derived through job analysis.
• No single method of job analysis is likely to be sufficient, it is more usual to use a battery of techniques to ensure a comprehensive and accurate coverage of the competencies required in a particular job.
Types Of Competencies
There are three types of competencies that can be included in a job description. They describe the skills, knowledge and behavior necessary to perform the job.
• Skills – Abilities needed to execute job duties, such as software and computer proficiency, interpersonal skills, accounting skills, or specific laboratory techniques.
• Knowledge – Areas of specialty or expertise; for example, nursing, finance, employment law, or history.
• Behavior – Characteristics an employee must display in the job; for instance, initiative, collegiality, resourcefulness, or professionalism.
� Minimum Competencies consisting of a list of those skills, knowledge, and behaviors that are required for the performing the job.
� Preferred Competencies consisting of a list of those skills, knowledge, and behaviors preferred of the employee performing the job.
Two Basic Categories Of Competencies
Knowledge, Skills, and Behavior needed to succeed in a job can fit into two basic...