How is competency modeling different from job analysis?
Competency modeling and job analysis are similar approaches to identifying important behaviors and individual characteristics necessary for successful completion of a job. Competency modeling is different, however, in that it focuses mostly on the individual characteristics (knowledge, skills, abilities, and other personal characteristics, or KSAOs) that are necessary for successful completion of the job. Job analysis, on the other hand, may focus on either the behaviors, the KSAOs, or both the behaviors and the KSAOs that are necessary for successful completion of a job. Competency modeling goes beyond job analysis by taking things like organizational mission, strategy, and values into account when considering the KSAOs needed for successful completion of a job. Competency modeling is often viewed as less rigorous than job analysis, but adherence to sound methodology and careful planning can ensure that competency modeling is just as good as job analysis, if not better.
