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
Acknowledge(0)
Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Hey Nisha... Good to see you here :)
Competencies are the required set of skills and behaviors to perform a set of 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.
A 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
Acknowledge(0)Amend(0)
115Competencies are the required set of skills and behaviors to perform a set of 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.
A 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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From Vietnam, Ho Chi Minh City
Acknowledge(0)Amend(0)
It is referred to as the KSA approach, which stands for Knowledge, Skills, and Abilities. When we design job descriptions using competencies, KSA is one approach that is used extensively. It explains the kind of knowledge required, along with the set of skills and abilities needed to perform a specific job.
Regards, Archna
From India, Delhi
Acknowledge(0)Amend(0)
Regards, Archna
From India, Delhi
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
GROUP-based approach on CHANGE.doc
Task Based Approach to Course Design.pdf