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

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

Dec 08, 2023 569 likes •635 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

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Employee Recruitment, Selection, and Training: Complementary Systems

Megan E. Paul, Ph.D. Michelle I . Graef, Ph.D.

University of Nebraska-Lincoln Center on Children, Families & the Law

04/23/08 NRCOI Peer Training Network Teleconference 2

What do recruitment, selection, and training have in common?

  • Purpose

Ensure employees are competent or have potential to become competent performers

  • Foundation for development

Job analysis

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What is job analysis?

  • Systematic process for dissecting a job into

its component parts

List of tasks that are performed on the job List of knowledge, skills, and abilities (KSAs) needed to perform the work

04/23/08 NRCOI Peer Training Network Teleconference 4

What is job analysis?

  • Purpose

Create a foundation for personnel practices

  • Recruitment, selection, training, performance appraisal,

job design, career development and planning, compensation, and job classification

Satisfy legal requirements

  • Hiring, transfer, promotion, demotion, termination, and

compensation

04/23/08 NRCOI Peer Training Network Teleconference 5 Job Design

Job Analysis

Career Development Performance Appraisal Compensation Recruitment Selection Training 04/23/08 NRCOI Peer Training Network Teleconference 6

What competence is required to do the job?

C O M P E T E N C E

Possession of requisite KSAs + Mastery of essential job tasks =

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What competence is required to do the job?

C O M P E T E N C E

Possession of requisite KSAs + Mastery of essential job tasks =

C O M P E T E N C E

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What competence is required to do the job?

C O M P E T E N C E

Possession of requisite KSAs + Mastery of essential job tasks =

C O M P E T E N C E 0% 100%

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What competence is required prior to service

(i.e., day one on the job)?

  • Think of “amount” of competence as either

The number of KSAs possessed or tasks mastered

(e.g., anywhere from none to all)

OR

The extent of KSA possession or task mastery

(e.g., anywhere from novice to expert) C O M P E T E N C E 100% 0%

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What competence is required prior to service

(i.e., day one on the job)?

C O M P E T E N C E 100%?

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What competence is required prior to service

(i.e., day one on the job)?

C O M P E T E N C E 0%?

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What competence is required prior to service

(i.e., day one on the job)?

C O M P E T E N C E 30%?

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What competence is required prior to service

(i.e., day one on the job)?

C O M P E T E N C E 60%?

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What competence is required prior to service

(i.e., day one on the job)?

  • What factors should be taken into account

when making this decision?

  • 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

just some of them?)

  • Amount of supervision, mentoring, or on-the-job

assistance

  • Consequences of not having necessary competence

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What competence is required prior to service

(i.e., day one on the job)?

  • What factors should be taken into account

when making this decision?

  • Issue # 2: any decision less than 100% means

that the employee will need to develop competence during service

  • Opportunity for on-the-job learning
  • Opportunity for future training

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What competence is required prior to service

(i.e., day one on the job)?

C O M P E T E N C E Prior to Service

60% 04/23/08 NRCOI Peer Training Network Teleconference 17

What competence is required prior to service

(i.e., day one on the job)?

C O M P E T E N C E Prior to Service

60% 100% 04/23/08 NRCOI Peer Training Network Teleconference 18

What competence is required prior to service

(i.e., day one on the job)?

C O M P E T E N C E Prior to Service

60%

During Service

100%

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What competence is required prior to hire?

C O M P E T E N C E Prior to Service During Service 0%?

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What competence is required prior to hire?

C O M P E T E N C E Prior to Service During Service 25%?

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What competence is required prior to hire?

C O M P E T E N C E Prior to Service During Service 50%?

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What competence is required prior to hire?

  • What factors should be taken into

account when making this decision?

What does the applicant pool look like?

  • Is there a sufficient number of applicants to

even consider employee selection?

  • What KSAs can applicants be reasonably

expected to possess?

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What competence is required prior to hire?

  • What factors should be taken into

account when making this decision?

Are there KSAs that are not amenable to training (e.g., such as abilities)? What kind of resources does the agency have related to recruitment, hiring, and training?

  • Expertise, time, money?

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What competence is required prior to hire?

C O M P E T E N C E Prior to Hire

25%

Prior to Service

60%

During Service

100%

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Given these decisions, what is necessary in terms of recruitment, selection, and training?

  • Prior to Hire: 25%
  • Recruiting strategies must ensure sufficient

numbers of applicants likely to have requisite pre-hire competence (most likely in form of KSAs)

  • Selection system must ensure that applicants

with requisite competence can be identified and distinguished from applicants without it

  • Reliable, valid, and legally defensible hiring

assessments

  • Resources to properly administer and score

assessments

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Given these decisions, what is necessary in terms of recruitment, selection, and training?

  • Prior to Service: 60% (additional 35% after hire)

Training system must ensure that new employees develop pre-service competence

  • Training curriculum based on job tasks and

KSAs

  • Resources to properly deliver curriculum and

evaluate trainee progress in competency development

04/23/08 NRCOI Peer Training Network Teleconference 27

Given these decisions, what is necessary in terms of recruitment, selection, and training?

  • During Service: 100% (additional 40% after pre-

service)

  • In the Field
  • may need to limit early job duties
  • must ensure necessary on-the-job support

(supervision, mentors, job aids, etc.)

  • may need to provide on-the-job training
  • must support attendance at formal training
  • should use performance evaluation process to

monitor employees’ development and demonstration of job competence

  • In-Service Training System

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The Bottom Line

  • Recruiting, selection, and training are

complementary systems

  • Decisions made in one system have

important implications for the others

  • Decisions should be made in light of

the various implications for each system