The concept of testing for competency rather than aptitude or intelligence as a predictor of human performance was first proposed in the early 1970s. Competency models can be created through data collected from job analysis interviews conducted in person or by telephone, focus groups, surveys of systems management experts by questionnaire, and up-to-date job descriptions. Management must decide the amount of detail to use to describe competencies that will be included in a desired competency model. Competency models can be used to create job profiles and to rate an employee's level of competence. The information they provide will call for the creation of a systematic implementation program if the model is to be useful to an organization.
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