How does competency modeling differ from job or work analysis?
What will be an ideal response?
A rigorous comparison concluded that competency approaches typically include a fairly substantial effort to understand an organization’s business context and competitive strategy and to establish some direct line-of-sight between individual competency requirements and the broader goals of an organization. Job or work analyses, on the other hand, typically do not make this connection, but their level of rigor and documentation are more likely to enable them to withstand the close scrutiny of a legal challenge. As currently practiced, therefore, competency modeling is not a substitute or replacement for job/work analysis.
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