Hi Ananya
I appreciate you posting the Slides as it is always good to share and learn. We have been doing Job competency profiling and developing organisational structures across a range of industry sectors and use the following model, supported by software:
Job Profile comprises of 2 parts, i.e. Competence and Performance. Competence is about Acquired Job knowledge, Acquired Job skills and inherent attributes/traits/aptitudes. Performance is about Outputs, Activities and performance standards. These are both underpinned by values and behaviours. The resulting profile will be used to recruit, train, manage performance, etc. It is important to differentiate between competence and performance, as a deficiency in either may require very different remedies. We fortunately have software to capture all these fields, which then uses the data to automatically produce recruitment advertisements, performance management documents and competence evaluation/assessment and training plans, etc.
In addition, we have a bank of over 240 000 competencies and 2400 jobs which we often use as benchmark to assist in the process of developing competency models and profiling.
Let me know if you are interested in further discussion.
Leon Conradie