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1 What competence is required to do the job? What competence is - PDF document

Dec 08, 2023 •569 likes •633 views

What do recruitment, selection, and training have in common? Purpose Employee Recruitment, Selection, and Training: Ensure employees are competent or have Complementary Systems potential to become competent performers Foundation

  1. What do recruitment, selection, and training have in common? • Purpose Employee Recruitment, Selection, and Training: � Ensure employees are competent or have Complementary Systems potential to become competent performers • Foundation for development � Job analysis Megan E. Paul, Ph.D. Michelle I . Graef, Ph.D. University of Nebraska-Lincoln Center on Children, Families & the Law NRCOI Peer Training Network Teleconference 2 04/23/08 What is job analysis? What is job analysis? • Systematic process for dissecting a job into • Purpose its component parts � Create a foundation for personnel practices � List of tasks that are performed on the job • Recruitment, selection, training, performance appraisal, job design, career development and planning, � List of knowledge, skills, and abilities (KSAs) compensation, and job classification needed to perform the work � Satisfy legal requirements • Hiring, transfer, promotion, demotion, termination, and compensation NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 3 Teleconference 4 04/23/08 04/23/08 What competence is required to do the job? Possession of requisite KSAs + Career Performance Compensation Mastery of essential Development Appraisal job tasks = Job Design Recruitment Selection Training C O M P E T E N C E Job Analysis NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 5 Teleconference 6 04/23/08 04/23/08 1

  2. What competence is required to do the job? What competence is required to do the job? Possession of Possession of requisite KSAs requisite KSAs + + Mastery of essential Mastery of essential job tasks job tasks = = C O M P E T E N C E C O M P E T E N C E C O M P E T E N C E C O M P E T E N C E 0% 100% NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 7 Teleconference 8 04/23/08 04/23/08 What competence is required prior to service What competence is required prior to service (i.e., day one on the job)? (i.e., day one on the job)? • Think of “amount” of competence as either � The number of KSAs possessed or tasks mastered 100%? (e.g., anywhere from none to all) OR � The extent of KSA possession or task mastery C O M P E T E N C E (e.g., anywhere from novice to expert) C O M P E T E N C E 0% 100% NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 9 Teleconference 10 04/23/08 04/23/08 What competence is required prior to service What competence is required prior to service (i.e., day one on the job)? (i.e., day one on the job)? 0%? 30%? C O M P E T E N C E C O M P E T E N C E NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 11 Teleconference 12 04/23/08 04/23/08 2

  3. What competence is required prior to service What competence is required prior to service (i.e., day one on the job)? (i.e., day one on the job)? • What factors should be taken into account when making this decision? 60%? � Issue # 1: any decision less than 100% means that the employee starts the job without the requisite KSAs/task mastery • Amount and type of early job duties (all the job tasks or C O M P E T E N C E just some of them?) • Amount of supervision, mentoring, or on-the-job assistance • Consequences of not having necessary competence NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 13 Teleconference 14 04/23/08 04/23/08 What competence is required prior to service What competence is required prior to service (i.e., day one on the job)? (i.e., day one on the job)? • What factors should be taken into account when making this decision? Prior to Service � Issue # 2: any decision less than 100% means 60% that the employee will need to develop competence during service • Opportunity for on-the-job learning C O M P E T E N C E • Opportunity for future training NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 15 Teleconference 16 04/23/08 04/23/08 What competence is required prior to service What competence is required prior to service (i.e., day one on the job)? (i.e., day one on the job)? Prior to Prior to During Service Service Service 60% 100% 60% 100% C O M P E T E N C E C O M P E T E N C E NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 17 Teleconference 18 04/23/08 04/23/08 3

  4. What competence is required prior to hire ? What competence is required prior to hire? Prior to Prior to During During 0%? 25%? Service Service Service Service C O M P E T E N C E C O M P E T E N C E NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 19 Teleconference 20 04/23/08 04/23/08 What competence is required prior to hire? What competence is required prior to hire? • What factors should be taken into account when making this decision? Prior to During � What does the applicant pool look like? 50%? Service Service • Is there a sufficient number of applicants to even consider employee selection? C O M P E T E N C E • What KSAs can applicants be reasonably expected to possess? NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 21 Teleconference 22 04/23/08 04/23/08 What competence is required prior to hire? What competence is required prior to hire? • What factors should be taken into account when making this decision? Prior to Prior to During � Are there KSAs that are not amenable to Service Hire Service 25% 60% 100% training (e.g., such as abilities)? � What kind of resources does the agency C O M P E T E N C E have related to recruitment, hiring, and training? • Expertise, time, money? NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 23 Teleconference 24 04/23/08 04/23/08 4

  5. Given these decisions, what is necessary in Given these decisions, what is necessary in terms of recruitment, selection, and training? terms of recruitment, selection, and training? • Prior to Hire: 25% • Prior to Service: 60% (additional 35% after hire) � Recruiting strategies must ensure sufficient � Training system must ensure that new numbers of applicants likely to have requisite employees develop pre-service pre-hire competence (most likely in form of KSAs) � competence Selection system must ensure that applicants with requisite competence can be identified and • Training curriculum based on job tasks and distinguished from applicants without it KSAs • Reliable, valid, and legally defensible hiring • Resources to properly deliver curriculum and assessments evaluate trainee progress in competency • Resources to properly administer and score assessments development NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 25 Teleconference 26 04/23/08 04/23/08 Given these decisions, what is necessary in The Bottom Line terms of recruitment, selection, and training? • During Service: 100% (additional 40% after pre- • Recruiting, selection, and training are service) complementary systems � In the Field • Decisions made in one system have • may need to limit early job duties • must ensure necessary on-the-job support important implications for the others (supervision, mentors, job aids, etc.) • may need to provide on-the-job training • Decisions should be made in light of • must support attendance at formal training the various implications for each • should use performance evaluation process to system monitor employees’ development and demonstration of job competence � In-Service Training System NRCOI Peer Training Network NRCOI Peer Training Network Teleconference 27 Teleconference 28 04/23/08 04/23/08 5

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