Description
Assignment 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 assignment, you will be assisting our senior HR professional Kimberly by developing a position description.
Your Challenge
Use O*Net OnlineLinks to an external site. 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 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 Instructions
Prepare a 1–2 page job description and competency model that follows the example given. Use O*Net OnlineLinks to an external site. 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: Job Analysis and Competency Modeling rubric to see the criteria by which your assignment will be evaluated.
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/or 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.
REFERENCE
Department of the Army. (n.d.) Army position description: Physician’s assistant. https://acpol2.army.mil/fasclass/search_fs/search_…
Competencies Measured
By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:
Competency 1: Develop strategic recruiting approaches and selection methods to support organizational 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.
View Rubric
Week 5 Assignment – HR Challenge: Job Analysis and Competency Modeling
Week 5 Assignment – HR Challenge: Job Analysis and Competency Modeling
Criteria Ratings Pts
Provide a description that includes knowledge of the content information and expertise associated with the work.
view longer description
40 to >34 pts
DISTINGUISHED
Provides a comprehensive description that includes knowledge of the content information and expertise associated with the work.
34 to >28 pts
PROFICIENT
Provides a description that includes knowledge of the content information and expertise associated with the work.
28 to >0 pts
BASIC
Provides a description, but it does not include knowledge of the content information, or it does not the expertise associated with the work.
0 pts
NON_PERFORMANCE
Does not provide a description that includes knowledge of the content information or expertise associated with the work.
/ 40 pts
Define tasks and technology skills that are aligned to the context of the environment in which the work is done.
view longer description
40 to >34 pts
DISTINGUISHED
Defines tasks and technology skills that are aligned to the context of the environment in which the work is done.
34 to >28 pts
PROFICIENT
Defines tasks and technology skills that are aligned to the context of the environment in which the work is done.
28 to >0 pts
BASIC
Identifies tasks and technology skills, either does not define them, or they are not aligned to the context of the environment in which the work is done.
