KSAO

Understanding What Works: Identifying Requirements Through Job Analysis

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What is Job Analysis? Organizations routinely invest considerable time, effort, and resources to select, develop, and maintain an effective workforce. For example, a recent report estimated that organizations spend over $100 billion annually on training initiatives. However, for such efforts to be successful, they must be clearly linked to critical job requirements. The techniques used to identify such requirements are known collectively as job analysis.

The typical job analysis seeks to answer two key questions:

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Competency Modeling Research

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Organizations typically envision competency models as providing a unifying framework among the different human resource functions. As a building block toward an integrated human resource system, competency models provide a broad overview of the capabilities required to perform successfully within an organization. Given that many personnel functions are subject to legal scrutiny and to ensure the utility of these programs, HumRRO follows a rigorous process when developing competency models for clients.
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ATF Job Analysis/Competency Studies and the Development of Promotion and Performance Evaluation Processes

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Since the Fall of 1998, HumRRO has been working with the Bureau of Alcohol, Tobacco, Firearms, and Explosives (ATF) to design, develop, and implement several human capital programs. Many efforts were aimed to help ATF respond to a U.S. District Court directive which required that ATF implement a number of systemic changes in its human resource practices (e.g., promotions, training, details and other special assignments, awards, evaluations and discipline).

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