Comparition between job analysis and competency modeling in human resource management

Abstract

Today, organizational performance depends largely on the ability of promotion, share and transform the
intellectual capital of the organization into sustainable and competitive advantage. The intellectual capital requires
organizations to adopt a rational competency development strategy, which alone can not be “imitated”. The purpose
of this study is to show the basic similarities and differences between job analysis and competency modeling
approach. The similarities and differences were compared based on criteria such as the notion of competency,
goal, structure form, applied orientation, reliability level... The results of the comparison showed three similarities
and five differences between the two approaches. In addition, a new approach based on competency modeling is
introduced, which integrates job analysis into competency modeling.