Enterprising (focuses on results, shows
understanding of business, seeks
development and advancement opportunity
Adopting/coping(to change and
copes with setbacks)
Problems with competencies (lack of clarity in use and definition (are
they one's drive to perform or requirement for good job performance),
competencies often listed in pairs that correlate highly and list
charateristics that have little in common)
May seem objective, but closer analysis
shows that process can be subjective as
it involves inductive reasoning and
potentially guesswork
Task oriented job analysis techniques break down job
into parts, while behaviour oriented job analysis
identifies behaviours needed to do job proficiently.
Difficult to do this as jobholder might say "I need a
clear overview" or "need to grasp info correctly", is this
behaviours needed to do job well or what they think is
needed? More research needs to be done on the
psychology of how behavioural tasks or personal
characteristics are identified, and steps needed to
ensure validity of these processes (Woodruffe, 1993)