CI Unit
What should job descriptions for those working in CI units
contain? Each firm has its own "style" of job descriptions. However, a review of
existing job descriptions for CI analysts, the core of the entire process, has
shown several common deficiencies:
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Many of these descriptions were developed, and admittedly
so, simply by editing existing descriptions for positions such as market
researcher. In some cases, no visible effort was made to adapt them
completely.
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Some clearly fail to relate to the entire competitive
intelligence cycle, in that they omit or cover too poorly issues such as who
identifies the CI needs, what function the CI unit supports, and from what
internal units the CI unit gets raw data.
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The important issue of how CI findings are communicated is
dealt with much too lightly in many situations. At best, some of these
descriptions deal only with the need for communication skills, rather than
outlining the variety of communication skills needed, including the ability to
deliver bad news.
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Some job descriptions properly recognize that analytical
skills are critical, but few detail what kinds of skills are needed in each
position. For example, financial analytical skills may differ significantly from
those skills needed to analyze telephone interviews or prepare patent maps.
[6]
It is strongly suggested that people developing job
descriptions start with the development of a description for the analyst
position. From there, once having developed such a description, it is easier to
draft related descriptions, such as researcher, manager, and the like.
Sections
Syndication