Competency-Based Job Descriptions: What Are the Different Approaches, Including ASK?

Approaches to Competency-Based Job Descriptions

While working on competency-based job descriptions, what are the different approaches? One I heard is the ASK approach. Please let me know what the ASK Approach entails and if there are any more approaches available.

Thank you.

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 the ASK approach in detail... then we will discuss their limitations and benefits.

Regards, Archna.

ASK: Attitude, Skills, Knowledge

As you see, ASK is a part of human resource management. You can set up competencies for organizations and divisions/departments/sections with a full Standard Operating Procedure (SOP).

Regards,
Tony

KSA Approach in Job Descriptions

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