2.3 Task Competency Job Analysis

Two types of job analyses can be performed: task-based and competency-based. A task-based analysis focuses on the job’s duties, while a competency-based analysis focuses on the specific knowledge and abilities a worker must have for successful job performance.

Task-based Job Analysis

This type of job analysis is the most common and seeks to identify elements of the jobs. Tasks are to be expressed in the format of a task statement. The task statement provides a standardized, concise format describing worker actions and is considered the most essential element of the task analysis process. Task statements should give a clear, complete picture of what is being done, how it is being done and why it is being done. A full task statement will answer four questions:

1. Performs what action? (action verb)
2. To whom or what? (object of the verb)
3. To produce what? Or Why is it necessary? (expected output)
4. Using what tools, equipment, work aids, processes?

When writing task statements, always begin each one with a verb to show the action you are taking. Do not use abbreviations; rely on standard and easily understood terms. Make clear statements so that a person without knowledge of the department or the job will understand what is done.

Task-based Analysis Example

An example of a task-based analysis might include the following:

1. Administer and score employment tests.
2. Maintain and update computerized filing and registration systems.
3. Respond to telephone and written enquiries from staff.
4. Arrange for advertising or posting of job vacancies.
5. Arrange for in-house and external training activities.

Competency-based Job Analysis 

The specific tasks are listed with task-based job analyses, and the information is clear. Competency-based job analyses are less clear and more subjective. A competency-based analysis might be more appropriate for specific, high-level positions.

Competency-Based Analysis Example

A competency-based analysis might include the following:

1. Ability to analyze HR data and metrics.
2. Teamwork and collaboration skills.
3. Resilience in dealing with challenging situations and stress.
4. Skill in change management and organizational design.

You can see the difference between the two. The focus of task-based analyses is the job duties required, while the focus of competency-based analyses is on how a person can apply their skills to perform the job. One is not better than the other but is used for different purposes and different types of jobs. For example, a task-based analysis might be used for an HR assistant, while a competency-based analysis might be used for a vice president of HR position. Consider the legal implications, however, of which job analysis is used. Because a competency-based job analysis is more subjective, it might be more challenging to determine whether someone has met the criteria.

Once you have decided if a competency-based or task-based analysis is more appropriate for the job, you can prepare to write the job analysis.

Of course, this isn’t something that should be done alone. Feedback from managers and supervisors should be considered to make this a helpful task at all organizational levels. Organization is a crucial component of preparing for your job analysis.

“The Recruitment Process” from Introduction to Human Resource Management – First Canadian Edition by Zelda Craig and College of New Caledonia is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License, except where otherwise noted.—Modifications: Used part of paragraph three, paragraphs five and six from section Job analysis and job description, edited.

“Job Analysis” from Human Resources Management – 3rd Edition by Debra Patterson is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License, except where otherwise noted.—Modifications: Used first two paragraphs of section Task-based job analysis; Used section Competency-based job analysis; Added examples.