HR Challenge: Job Analysis and Competency Modeling Prepare a 1-2-page job descri

HR
Challenge: Job Analysis and Competency Modeling
Prepare a
1-2-page job description and competency model that follows a specified example.
You will use O*NET OnLine (onetonline.org) to select the job.
Job analysis, job
competencies, and job descriptions form critical elements of employee
recruiting, selection, and organizational staffing. We must understand the job,
know its nature, and describe its competencies before we can announce the
position and attract quality applicants. To get to this point, the HR
professional must have the skill to conduct research, including employee and
supervisor interviews. These interviews will contain valuable real-life
information that will describe the job to be advertised and filled. For this
assessment, you will be developing a position description.
Assessment Introduction
Scenario
Job analysis, job
competencies, and job descriptions form critical elements of employee
recruiting, selection, and organizational staffing. We must understand the job,
know its nature, and describe its competencies before we can announce the
position and attract quality applicants. To get to this point, the HR
professional must have the skills to conduct research, including
employee and supervisor interviews. These interviews will contain valuable
real-life information that will describe the job to be advertised and
filled. For this assessment, you will be developing a position
description.
Your Challenge
Use O*Net Online to
develop a job description and competencies for any job of your choosing. The job should
have five to seven competencies. Your job description and competency model
should follow this example of a medical job description for a Physician
Assistant:
Serves in the Occupational
Medicine Program (OMP), Occupational and Environmental Medicine (OEM), and
other Occupational Health (OH) services and related matters.
Advises on OH program
development, management, administration, and evaluation. Formulates OH service
policies and objectives as required. Advises on program requirements and
procedures. Establishes criteria for OH program evaluations and assessments.
Advises on the development, interpretation, and application of occupational
health standards. Provides technical assistance on health conservation
requirements, OH practices, and delivery of OH services that affect worker
health as needed. Participates in epidemiological investigation of disease,
illness, or accidents of particular importance to the OH program as required.
Plans, coordinates, and
conducts OH program consultation reviews, visits, and special studies. Evaluate
the effectiveness of OH programs. Analyzes and interprets data on OH programs.
Resolve complex OH problems to improve OH clinical services, health education,
and wellness. Researches trends and patterns. Reports on findings and
conclusions, with recommendations as needed.
Reviews state and federal
regulations on occupational health for organizational impact, recommending
changes as needed. Develops new OH program evaluation methods and criteria.
Develops standard procedures, model administrative documents, and informational
material relating to the development and management of installation OH
programs. Develops innovative and unique methods of problem solving and
evaluation.
Reference
Department of the Army (n.d.) Army position description: Physician’s assistant.
Retrieved from: https://acpol2.army.mil/fasclass/search_fs/search_fs_output.asp?fcp=zutpk3eFRtaToL2jorlGuam0buidbYGWmalTiGC7hLBmYn%2BYmKc%3D
Assessment Instructions
Prepare
a 1–2-page job description and competency model that follows the
example given. Use O*Net Online to
select the job you will describe, and include the following:
Provide a
description that includes knowledge of the content information and
expertise associated with the work.
Analyze what
someone in this job would need to know and be able to do.
Would they
need to have special skills, training, licenses, or degrees?
Define tasks
and technology skills that are aligned to the context of the environment
in which the work is done.
Does the
description include details on what the main tasks and skills are?
How does the
work environment impact the work?
Create
descriptions of work activities that match the context of the work.
Are the job
elements described?
Are they
consistent with job
framework, setting, or expectations?
Develop a
description of work that displays a clear connection to measurable
elements of performance.
How are
things connected and do they make sense?
Would a potential
job applicant be able to read the description and understand the job
expectations?
Review the
HR Challenge: HR Challenge: Job Analysis and Competency Modeling Scoring Guide to see the criteria by which your
assessment will be evaluated. Before submitting your assessment for evaluation,
review your draft in SafeAssign to
check your use of source material.
Submission Requirements
The deliverable for this
assessment applies professional skills in Human Resources Management (HRM) to
workplace situations which you will likely encounter in your day-to-day work in
HRM. As part of your learning, we focus on the development of effective
professional communication skills for the workplace. Your assessment should
meet the following additional requirements:
Length: Your plan should be 1–2 typed,
double-spaced pages, not including the cover and resources pages.
The first
page should be a cover sheet with your name, the course number,
assessment title, and date. No other information is required on this
page.
The last
page should be the reference list.
Organization: Make sure that your assessment
writing is well-organized, using headings and subheadings to organize
content for the reader.
Font and font size: Times New Roman,
12-point font.
Resources: Use 1–2 references from trade
publications or other relevant sources.
Evidence: Support your assertions with data
and in-text citations.
APA formatting: Resources and in-text citations
are formatted according to current APA Style and Format guidelines.
Written communication:
Support main
points and recommendations with relevant and credible evidence.
Address the
appropriate audience, using familiar, discipline-specific language and
terminology.
Use
spell-check and other tools to ensure correct spelling and grammar.
Competencies Measured
By successfully completing
this assessment, you will demonstrate your proficiency in the following course
competencies:
Competency 1:
Develop strategic recruiting approaches and selection methods to support
an organization’s talent goals.
Provide a
description that includes knowledge of the content information and
expertise associated with the work.
Define tasks
and technology skills that are aligned to the context of the environment
in which the work is done.
Create
descriptions of work activities that match the context of the work.
Competency 4:
Evaluate performance management systems to align with organizational
needs.
Develop a
description of work that displays a clear connection to measurable
elements of performance.
Competency 5:
Communicate clearly, accurately, and professionally for the HR field.
Support main
points and recommendations with relevant and credible evidence.
Address the
appropriate audience, using familiar, discipline-specific language and
terminology
Scoring Guide
Criteria 1
Provide a description
that includes knowledge of the content information and expertise associated
with the work.
Provides a
comprehensive description that includes knowledge of the
content information and expertise associated with the work.
Criteria 2
Define tasks and technology skills that are
aligned to the context of the environment in which the work is done.
Defines tasks and
technology skills that are aligned to the context of the environment in which
the work is done
Criteria 3
Create descriptions of work activities that
match the context of the work.
Creates descriptions of
work activities, and explains how they match the context of the work.
Criteria 4
Develop a description of work that displays a
clear connection to measurable elements of performance.
Develops a description
of work that displays a clear connection to measurable elements of performance,
and uses professionally validated sources to support the connection.
Criteria 5
Support main points and recommendations with
relevant and credible evidence.
Supports main points
and recommendations with relevant, credible, and convincing evidence.
Skillfully combines virtually error-free source citations with a perceptive and
coherent synthesis of the evidence.
Criteria 6
Address the appropriate audience, using
familiar, discipline-specific language and terminology.
Addresses the
appropriate audience, using familiar, discipline-specific language and
terminology. Uses precise and accurate vocabulary and effective word choice for
articulate, fluent expression.

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