Alternatively, there are the traditional classification schemes although, these are no
longer so popular. The most familiar are the seven-point plan developed by Rodger
(1952) and the fivefold grading system produced by Munro Fraser (1954).
The seven-point plan
The seven-point plan covers:
- physical make-up– health, physique, appearance, bearing and speech;
- attainments– education, qualifications, experience;
- general intelligence– fundamental intellectual capacity;
- special aptitudes– mechanical, manual dexterity, facility in the use of words or
figures;
412 ❚ People resourcing
1.Technical competencies:
● Essential in:- all aspects of recruitment including test administration;
- interviewing techniques;
- job analysis;
- inputting data to computers;
- administering fairly complex paperwork processes.
● Desirable in: - administering OPQ test;
- job evaluation;
- counselling techniques;
- conducting training sessions.
2.Behavioural competencies:
● able to relate well to others and use interpersonal skills to achieve desired objectives;
● able to influence the behaviour and decisions of people on matters concerning recruitment and
other personnel or individual issues;
● able to cope with change, to be flexible and to handle uncertainty;
● able to make sense of issues, identify and solve problems and ‘think on one’s feet’;
● focus on achieving results;
● able to maintain appropriately directed energy and stamina, to exercise self-control and to learn new
behaviours;
● able to communicate well, orally and on paper.
3.Qualifications/experience:
● Graduate Member of the Chartered Institute of Personnel and Development plus relevant experi-
ence in each aspect of the work.
Figure 27.1 Person specification for an HR officer