Job Analysis
KSAOs stands for these four things.
What are knowledge, skills, attributes, and other characteristics?
A collection of knowledge, skills, abilities, and other characteristics needed for effective job performance.
What is a competency model?
This process ensures training content is aligned with organizational and employee needs.
What is a needs analysis?
An organization is deciding whether to implement competency models versus job analysis. HR brings up that competency models attempt to distinguish this, which makes them more appealing (Campion et al., 2011).
What are high levels of job performance?
Training programs are often designed based on information collected through this process.
What is job analysis?
This distinguishes competency modeling from job analysis by linking competencies directly to organizational goals and strategy.
What is strategic alignment?
This four-level framework evaluates training effectiveness using reactions, learning, transfer, and results.
What is Kirkpatrick’s model?
An organization is considering virtual leadership training, but research suggests this format produces lower levels of this compared to face-to-face training.
What is transfer?
This is emphasized as a critical component of job analysis to ensure real work is accurately represented.
What are subject matter experts (SMEs)?
According to Campion, these two features should be included when defining competencies to make them useful for HR systems.
What are behavioral definitions and proficiency levels?
This theory suggests that learners have limited working memory capacity, which helps explain why spacing training sessions improves effectiveness.
What is cognitive load theory?
A company builds a competency model by only interviewing executives and does not collect data from employees or use systematic methods.
What is a lack of rigorous job analysis?
This concept emphasizes that job analysis data should reflect current job requirements rather than outdated information.
What is the currency of job analysis?
Name four best practices for building a competency model according to Campion.
What are:
linking competencies to organizational goals
starting at the top (executive involvement)
using rigorous job analysis methods
considering future job requirements
defining proficiency levels
using organizational language
balancing cross-job and technical competencies
The study suggests this explanation for why voluntary training improves transfer but may reduce organizational-level results.
What is lower participation rates limiting organization-wide impact?
A training program focuses on analytical and financial decision-making skills, but the organization sees little improvement in team morale and engagement.
What are interpersonal or leadership skills?
We can also accept: soft skills, interpersonal competencies, and leadership competencies.