A job specification for any role identifies the required competence for performing the role. It gives a guideline for the expected qualification of an employee. According to Buckley and Caple (2000), following benefits can be achieved from a job specification:
a. Relevance of training provided.
b. Training content requirements.
c. Checklist to identify individual training needs.
d. Selecting training method(s) to follow.
A job specification identifies about the competencies required by the job holder (Bee and Bee 1994). If it is a new job role than the whole sets of competencies can be identified as ‘gap in competencies’. If otherwise, a part of competencies may be identified as a ‘gap in competencies’.
It can be explained through following equation:
(COMPETENCIES REQUIRED IN JOB SPECIFICATION) – (POTENTIAL PERFORMER’S PRESENT COMPETENCIES) = GAP IN COMPETENCIES
It can be modified for the new job role as,
(COMPETENCIES REQUIRED IN JOB SPECIFICATION) = GAP IN COMPETENCIES
A model of personalized file of ‘job specification’ is attached in appendix ( II ).
Sometimes employees need to perform some extra tasks which may not be listed in formal job description; they may need extra competences to perform those. Considering this issue, above specified equation can be stated as,
(COMPETENCIES REQUIRED IN JOB SPECIFICATION + COMPETENCIES REQUIRED TO PERFORM EXTRA TASKS WHICH IS NOT SPECIFIED IN JOB DESCRIPTION) – (POTENTIAL PERFORMER’S PRESENT COMPETENCIES) = GAP IN COMPETENCIES
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