Competency Based Behavioral Interviewing! Trivia Quiz

True. The competency model has to be relevant to the organization's context for it to be effective.

False. You also need to know the candidate's level of proficiency in a specific competency to gauge candidate-job fit.

Culture and Change Champion belongs to the HRCS Model.

CBBI assumes that the best predictor of future performance is past performance. This means that the candidate's previous experiences and achievements are seen as indicators of their potential success in the role. CBBI assumes that if a candidate has performed well in similar situations in the past, they are likely to perform well in the future. This approach focuses on using concrete evidence from the candidate's past to make predictions about their future performance.

The traditional model of HRM is based on task analysis and job description. This means that HRM focuses on breaking down jobs into specific tasks and creating job descriptions that outline the responsibilities and requirements of each task. This approach helps to ensure that employees understand their roles and responsibilities within the organization and allows HRM to effectively recruit, select, and train individuals who possess the necessary skills and qualifications for each job.

A competency profile is a comprehensive collection of all the skills, knowledge, abilities, and behaviors that are required for a specific job or organizational role. It outlines the specific competencies that individuals need to possess in order to perform their job effectively. This profile serves as a guideline for recruitment, selection, training, and development processes within an organization, ensuring that the right individuals are hired and equipped with the necessary competencies to succeed in their roles. It provides a clear framework for evaluating and assessing employee performance and helps in identifying areas for improvement and growth.

Core competencies are organization-wide and are required of all employees.

False. Situational interview questions are "what if" questions and gauge the though process of candidates.

A competency is a set of behaviors or KSAOs (knowledge, skills, abilities, and other characteristics) that describes the expected performance in a particular work context. Competencies encompass the actions, attitudes, and skills required to successfully perform a job or task. These behaviors and KSAOs are essential for individuals to effectively carry out their responsibilities and contribute to the overall success of their organization.

The approaches to identifying core competencies include research-based, strategy-based, and values-based approaches. Research-based approach involves conducting thorough research and analysis to identify the unique strengths and capabilities of an organization. Strategy-based approach focuses on aligning core competencies with the overall strategic goals and objectives of the organization. Values-based approach involves identifying core competencies that are in line with the organization's values and principles. These approaches help organizations to identify their key strengths and capabilities that give them a competitive advantage in the market.