Human Resource Management chapters 2 & 3

Industry Competency Model Rather than assessing jobs using the task analysis approach, the industry competency job analysis approach provides an alternative method of assessment. Competencies are skills, knowledge, or abilities needed to perform a job or activity in an organization. A competency model organizes the competencies needed to perform in a particular industry. The U.S. Department of Labor's Employment and Training Administration has developed a competency model for the long-term care, support, and services industry. The administration's goal is to provide education to employees who work with the elderly and disabled to encourage independence in their clients' lives. The American Health Care Association, Paraprofessionals Healthcare Institute, College of Direct Support, National Center for Assisted Living, American Network of Community Options and Resources, Institute for the Future of Aging Services, University of Minnesota Institute on Community Integration, University of Alaska, Anchorage for Community Development, and the National Alliance for Direct Support Professionals participated in the development of the competency model. The Building Blocks Model is a competency model that is viewed as a pyramid. It consists of personal effectiveness competencies; academic, workplace, industry- wide, and industry-sector competencies; occupational-specific knowledge areas; technical requirements; occupational-specific requirements; and management competencies. These areas are considered the building blocks for model development (FIGURE 3.2). The following is a description of each of the nine tiers of competencies.

Tier 1: Personal effectiveness competencies: They are located at the base of the pyramid and influence the other competencies. These competencies include interpersonal skills, initiative, dependability, and willingness to learn. These represent generic types of traits and motivation that can be applied to many different industries. Tier 2: Academic competencies: These are located one level above the personal effectiveness competencies and represent critical skills learned from an academic setting. Competencies, such as mathematics, reading, writing, and communication, apply to many industries. Tier 3: Workplace competencies: These competencies are specific to many industries and include planning and organizing, problem solving, computer proficiency, adaptability, and customer focus. Tier 4: Industry-wide technical competencies: These competencies are generally needed within an industry, such as supply chain management, operations, health, and safety. Tier 5: Industry-sector technical competencies: These competencies must be identified by the industry that is assessing the competencies, such as the food manufacturing industry. Tier 6: Occupation-specific knowledge areas: These areas are identified in O*NET and include food production, chemistry, sales and marketing, and accounting. O*NET has a large list of these areas that are customized according to the specific occupation. Tier 7: Occupation-specific technical requirements: Building on Tier 6, there are technical areas that must be identified by the specific occupation. Tier 8: Occupation-specific requirements: These requirements include certification, licensure, and educational degrees required to obtain certain competencies. Tier 9: Management competencies: These are specific to supervisors and include delegating, networking, motivating and inspiring, and strategic planning