Job Analysis

How come

Job Analysis is a critical first step in designing and implementing a legally defensible, reliable, and valid talent improvement system

With what

A combination of observation, interviews, and assessment using the PointLeader Competency Profiler tool to determine the key competencies within the job.

For whom

Any organization that is looking to make changes in their talent improvement system, whether that means using new selection assessments or building out career paths.

The Impact

Many people stray from Job Analysis because it can be time consuming and expensive, but our PointLeader Competency Profile streamlines the process, saving both time and money.

How does it work

The PointLeader Competency Profiler (PCP) uses two sets of questions to identify the critical requirements for any job with a 30- minute online questionnaire. The first set asks subject matter experts (SMEs) to rate the importance and frequency of performing each competency to success in target job. The second set of questions asks the SMEs to rate the importance of 52 behavioral statements to job success. Each behavior is statistically linked to the PCP competencies.

The third source of information comes from the O*NET importance ratings for each competency. These ratings are combined in our scoring algorithm with local SME competency ratings and behavioral ratings from the PCP. This provides triangulation of information from a combination of local and national workforce input for each job profile. Based on final ratings, the critical competencies are identified and compared to archival norms for the target job from the PointLeader archives, as a verification step.

How to Use

The PCP is delivered through a PointLeader secure online portal, customized for the needs of each client. Set-up for an organization includes working with internal IT and HR staff to set up and test the portal to client requirements, training on the PCP and reports, and setting up internal communications material for participating employees. The data gathering process is straightforward, with employees registering into the portal with their IDs and job titles. Timelines for completion of the project, driven by the number of jobs, SMEs, and complexity of the organization, are often as brief as 24 hours.

What We Do

Provide a predictor profile for use of assessment tools for prescreening, selection or development for the target job based on a synthetic validation approach. By breaking a job down into its critical competencies, we are able to specify a predictive profile based on the results of our existing validation studies. This is one source of validation evidence for use of assessments in any job in any organization. The validity of the PCP has been supported in over 500 research studies of more than 1,700 jobs involving thousands of subject matter experts.

The PCP has been used to model critical job competencies in healthcare, technology, manufacturing, call centers, education, government, gaming, energy, law enforcement, retail, sales and hospitality.

Competencies have been modeled for all levels of the organization, from hourly, entry-level employees to executive leadership using our  validated competency model comprised of 40 competencies

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