Recruitment and Selection The traditional way that companies used to get people

Question

Recruitment and Selection

The traditional way that companies used to get people to apply for jobs involved putting the job ad in a local newspaper or bulletin boards. This caused an overwhelming number of people applying for a job. With such a large number of people applying is was almost quite certain that there would be applicant’s that may not have all the necessary skills for the job. This is where competency job analysis comes into play and which is revolutionizing the way companies are listing jobs. It makes too much sense right, so why is it just now coming to light? Part of the reason I believe competency models for job analysis are becoming so important is that there are so many unemployed workers who apply for every job they think they might have a chance of getting. Companies are realizing that too much time and money are being spent on the hiring process. According to Phillips & Gully (2015) “competency modeling is a job analysis method that identifies the necessary worker competencies for high performance” (p.105). Competencies that are listed in a job description must be related to a company’s business goals, strategy, mission statement, and values so that if the job changes as the business goals change the employee must adjust as well. This will prevent employees from saying, “I am not paid to do that!” But on the flip side, a company can get more work out of a single employee if the job description is broad enough; which is the classic, “more with less” philosophy. Ultimately though, a competency based job description makes more sense than the traditional way of listing a job description that is too vague and does not align with the company’s business strategy.

Question: What are some competencies related to specific job environments?

Explanation / Answer

In a job, competency is required before he or she is recruited. Once the company takes the advertisement for the job the company writes in the job description about the competencies that is required from the Applicant. It highlights the individual personal characterstics, skill. Also their are performance indicators which needs to be accomplishes when one works on the competencies. Competencies are also required for the internal assesments within the company if some employee is prefering to change his job he needs certain compatencies which are guidelined by the human resource. Job specific knowledge and skills are needed, One has to be proffesional so that one show professionalism in his work and also show accountability in his work. The teamwork and collaboration has to be on higher end, Commitmenet towards the values of the organization,Integrity,Organizational understanding, Leadership and Management qualities have to be shown,Performance management and development, all the parameters stated above are the key parameters which are neeed in the job competencies.

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