Archnahr
Consultant, Writer And Trainer
Nisha Binner
Training And Od Consultant
+1 Other

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While working on the competncy based JOB descriptions, what are the different approaches? ASK is one I heard -please let me know what is ASK Approach and also if any more approaches are there?
From India, Bangalore
Hey Nisha...
Good to see you here :)
Competencies are the required set of skills and behaviors to perform a set duties assigned to an employee apart from their technical skills required to perform a task.
The approach relies on building complex job profiles that look at the responsibilities and activities of the job and the competencies required to accomplish them. The detailed process looks like this:
Define organizational culture
Define essential job activities and responsibilities.
Define technical competencies and skills required.
Define behavioral competencies.
Define competencies and behavioral indicators.
Job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job.
I will be back with ASK approach in detail....then we will discuss their limitations and benefits.
Regards,
Archna

From India, Delhi
A: Attitude S: Skills K: Knowledge As you see ASK is apart of human resource management, you can set up competency for organization and division/depts/section with full SOP Tony
From Vietnam, Ho Chi Minh City
its referred to as KSA approach...
Knowledge
Skills
Ability
When we design Job descriptions using competencies, KSA is one approach which is used extensively.
It explains what kind of knowledge is required, with the set of skills and abilities to perform a specific job.
Regards,
Archna

From India, Delhi
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