For the HR Challenge: Job Analysis and Competency Modeling, you will prepare a 1–2-page job descriiption and competency model that follows the example provided, using O*Net Online.https://www.onetonline.org/What You Need to Know
Job analysis is a technical HR skill, which is an essential aspect of HR operations. When it is done well it is effective. When it is performed incorrectly, it can do damage to the entire recruiting and staffing process. The recruiting and staffing process is not a simple one. In this course, you will have the opportunity to develop a position descriiption using O-NET. This assignment is designed to simulate a key step in the process of job analysis and staffing.
Assignment InstructionsHR CHALLENGE: JOB ANALYSIS AND COMPETENCY MODELINGAssignment IntroductionScenarioJob analysis, job competencies, and job descriiptions 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 assignment, you will be assisting our senior HR professional Kimberly by developing a position descriiption.
Your ChallengeUse O*Net Online www.onetonline.org to develop a job descriiption and competencies for any job of your choosing. The job should have five to seven competencies. Your job descriiption and competency model should follow this example of a medical job descriiption 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 Occupational Health (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 impact 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.
Assignment InstructionsPrepare a 1–2-page job descriiption 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 descriiption 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 descriiption include details on what the main tasks and skills are?How does the work environment impact the work?Create descriiptions 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 descriiption 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 descriiption and understand the job expectations?Review the HR Challenge: Job Analysis and Competency Modeling Scoring Guide to see the criteria by which your assignment will be evaluated.
Submission RequirementsThe 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/or in-text citations.APA formatting: Resources and in-text citations are formatted according to current APA Style and Format guidelines. Review the Evidence and APA section of the Writing Center for guidance.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.