업무 분석의 틀에서 본 역량모형

Abstract

Traditional job analysis has been alrcady established as the ~vay of

collecting job information, competency modeling has been recognized :is an

alternative in the last decade. In thc present study. we examine various

aspects of competency modeling: the origin of concclpt. difference from job

analysis, and its proper use for maximum utility. LI7e ernploy a frame of

work analysis to provide an intc:grate understanding of job analysis and

competency modeling. We notice that the current practice of' job analysis

has its own merit which enabled its wide adaptation in organization and

industries. Competency modeling is not to substitute for or deny everything

of job analysis, although this new method has its niche which is attractive

to practitioners and theorists.

In terms of scale of work and analytic practice, job analysis is focused

on a relatively smaller grain size called '>oh" and competency modeling on

human attributes that are needed for performing a broader range of work.

In terms of systematic approach to collecting job information. job analysis

and competency modeling have differences in range of analysis and application.