... the future, rather than scoring an employee on past results (Pritchard, 2004). To begin the process of evaluating a position, competency models should be developed. This involves the collection of data, which comes from your interview pool, also known as your sample size. If possible, you should try to include everyone in the particular position you are evaluating. A statistically valid sample size must be determined. The second consideration will be the quality of your interview pool. The goal is to ensure that the sample truly characterizes the entire populace. There are two methods of gathering data: one-on-one interviews and panel/focus groups. One-on-one interviews can be conducted via telephone or in a face to face situation. The value of data analysis and the success of the competency model are dependent upon the precise recollection of the data and interpretation of the incumbent's point of view. The surveying of data can ...

See this essay or coursework document in full right now