Stefan Höft & Panja Goerke

Two different approaches have become established over the last years to identify relevant job requirements. On the one side, traditional job analyses utilize methods based on social science thinking to elaborate a job specific requirement profile. On the other side, more recent HR driven competency modeling approaches work with core competencies relevant for all job positions in the organization.
At first, core elements of both job analysis and competency modeling are described and an integrative model to combine competencies with psychological dispositions is presented. After on, a detailed comparison highlights the main differences of both approaches and possible ways for their integration are discussed. A convincing synthesis remains to be a major challenge for personnel psychology.
Two different approaches have become established over the last years to identify relevant job requirements. On the one side, traditional job analyses utilize methods based on social science thinking to elaborate a job specific requirement profile. On the other side, more recent HR driven competency modeling approaches work with core competencies relevant for all job positions in the organization.
At first, core elements of both job analysis and competency modeling are described and an integrative model to combine competencies with psychological dispositions is presented. After on, a detailed comparison highlights the main differences of both approaches and possible ways for their integration are discussed. A convincing synthesis remains to be a major challenge for personnel psychology.