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CATALOGUE
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Job Analysis
Job analysis is a process used to identify the important tasks of a job and the essential attributes an individual should possess to satisfactorily perform the job. Job analysis provides the foundation for virtually all critical HR functions, including competency modelling, recruitment and selection, performance management, and training needs analysis.
OPRA distributes the Common-Metric Questionnaire to conduct an in-house of robust job analysis. Currently, this is one of the only legally defensible job analysis questionnaires available in the New Zealand market (as defined by the American Disabilities Act), and can be administered in an online and paper-and-pencil formats.
Competency Modelling
The term "competency" has attracted considerable interest from HR practitioners in recent years. While practitioners may not concur on the exact meaning of this term, there is general agreement that it refers to all the inputs (i.e. cognitive, attitudinal, and behavioural) for successful performance outcomes.
OPRA's approach to building a competency model
build your competency model around behaviours that you know are predictive of success - both now and in the future for your organisation
keep it simple: we know from research that most jobs can be described in five to eight broad dimensions. The behavioural labels given to these dimensions should be specific to your industry and organisation
underpin your competency model with statistical modelling to confirm the relative weightings of each behaviour
understand, in specific terms, the job that people actually do. Without exception, the building of a competency model should start with a thorough job analysis
