Job Analysis Of Knowledge Worker Position Based On Competency Model

With the advent of the knowledge economy era, the demand for knowledge workers isalso growing in enterprises.However, knowledge workers is different from non knowledgeworkers in psychological and behavioral characteristics. For example, knowledge workershave higher personal qualities and strong desire to achieve self value.Focus on achievementmotivation and mental stimulation.The course of their work is difficult to be supervised andcontrolled.Work is not easy to be directly measured and evaluated. Therefore, as we carry outjob analysis for knowledge workers positions,we will encounter that information is difficult tocollect, terms of reference is difficult to determine and qualifications is difficult to grasp. Buttraditional job analysis methods is descriptive on the actual situation of the job, such as therange of duties, qualifications. This shows that the traditional job analysis methods havefailed to meet the requirements of the job analysis for knowledge workers positions. In thiscase, some scholars have proposed that competency model can take the place of job analysiswhich is the cornerstone of human resource management, because the competency modelhave a great basal role in potential development of knowledge workers.As long as the workershave been fully utilized, human resource management becomes successful. But I think thestatus of the job analysis in human resource management is irreplaceable.In response to these problems, through analyzing the theory of competency model andworker analysis, the author build the process-job analysis of knowledge worker positionbased on competency model and explain the steps of the process in detail. Then the authorused the process for CG power enterprise.It further reflects the operability of the process.Job analysis of knowledge worker position based on competency model process isadopted the establishing process of competency model for the framework.It combines thetraditional job analysis methods that focus "position" and competency model methods thatfocus “competency of worker”.It has broaden the platform for job analysis study.In theimplementation process, first, select the target positions of the job analysis-oriented enterprisedevelopment strategy, and then randomly select excellence performance workers group andgeneral performance workers group as the sample groups of work analysis according to theperformance standars.Finally define the mandates and qualifications of positions according tothe behavior of outstanding performance workers and ultimately get the job description of thegoal positions. I believe that this method of job analysis adapt to the actual needs of the talentmanagement in the knowledge economy era.This method is not only with predictability of jobperformance, but also meet the needs of knowledge workers who work independently, are good at challenges and brave to innovate.