Job Analysis vs. Competencies Modelling

1. Define what the job analysis is. Describe the outcomes of job analysis. 2. Explain how job analysis data is used in Staffing. 3. Compare and contrast Job Requirements (task-based) Job Analysis vs. Competencies Modelling – what’s the difference. 4. What is the difference between job and position? Give examples of both. 5. What are the elements of a well-written Job Description and Specifications? 6. Discuss the processes for identifying job specifications to be used in the recruitment and selection of human resources while using task-based and competency-based approaches to job analysis. 7. KSAO – definitions of each element of the abbreviation, examples. 8. What are competencies: samples, the meaning of, purpose and differences between types of competencies: 9. Typology: core [organizationally based/required] vs. functional and job specific competencies unique/distinctive competencies, threshold competencies. 10. How competencies are described? 11. Give examples for job (person) specification for knowledge, skills, abilities, other attributes and competencies.