The Self Learning Reflective Analysis

Published Date: 02 Nov 2017

Course: Human Resource Management

Module: HRM 340 Performance Management

Lecture: Nicole Wills

Student ID: 2002300006

C:\Program Files (x86)\Microsoft Office\MEDIA\CAGCAT10\j0149481.wmf

Table of Contents

Objectives

Introduction (definition of concepts)

Content

Conclusion

Reference

Self learning Reflective Analysis (SWOT)

Course work assessment sheet

Objectives

Using the following Competency Framework for Managers:

1. Design a Behaviour Checklist for the Job Position of Human Resource Manager.

Remember each competency will have their own specific behaviours/task (provide a

minimum of six (6) behaviours/task).

2. Using the Behavioural Checklist and Competency Framework design a Job Description

for the Position of Human Resource Manager which includes the following headings

a. Name of Position

b. Position Level e.g. entry level, etc.

c. Salary Range

d. Mangers/ Supervisors

e. Employees Supervised

f. Internal Networks (other departments in communication with)

g. External Networks (external bodies in communication with)

h. Description of the Job Position

i. Core Responsibilities

j. Major Responsibilities

k. Knowledge

l. Skills and Abilities

m. Environment

Introduction

(Definition of Concepts)

Competencies mean Knowledge, Skills and behaviours that enables employees to effectively perform their job base on the organization `s strategy and objectives. It seek to identify the set of competencies that will comprise the job competency model, subsequent recruitment, training and development aims are created to developed these competencies. This analysis is worker focused specifically, what must they be competent to do? Writing job description based on competencies rather than job duties identifies what employees must be able to do more so than a list of duties they must perform.

Introduction

(Definition of Concepts

Competency Framework:

A competency framework is a model that broadly defines the blueprint for ‘excellent’ performance within an organization or sector.  Generally the framework will consist of a number of competencies, which can be generically applied to a broad number of roles within the organization or sector.  Each of these competencies is then defined in a way that makes them relevant to the organization or sector , using language that is clear enough to ensure that everyone has a common understanding of what ‘excellent’ job behaviour looks like within the generic context.  This common understanding then becomes the benchmark against which the performance of an individual, team, project, or even entire organization, can be assessed.

Behavioural checklist:

A behavioral checklist is an assessment instrument used to determine whether a person behavior problem is severe. Behavioral usually include a series of questions about specific behaviors. People who know the person well are asked to complete the checklist. The checklists are scored, and they yield a score that enables comparison of a person ratings compared to other person . This comparison allows evaluators to determine the degree of severity of a person behavior problem.

Job Description:

Job descriptions are written statements that describe the:

duties,

responsibilities,

most important contributions and outcomes needed from a position,

required qualifications of candidates, and

reporting relationship and coworkers of a particular job.

Job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work.

They clearly identify and spell out the responsibilities of a specific job. Job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions.

The best job descriptions are living, breathing documents that are updated as responsibilities change. They do not limit employees, but rather, cause them to stretch their experience, grow their skills, and develop their ability to contribute within their organization.

Content

Job Description

Name of Position :- Human Resource Manager

Position Level:- Senior level

Salary Range:- $25,000-$30,000 per month

Mangers/ Supervisors :-

Reports to the General Counsel, but also works with the company VP of Administrative Services/CFO

Employees Supervised :- Hr Dept

Internal Networks (other departments in communication with) :-

The HR Manager must be open and available to discuss human resources matters with the entire workforce. The HR Manager reports to the General Counsel, but also works with the company VP of Administrative Services/CFO to administer the company benefits program & address employee safety issues

External Networks (external bodies in communication with) :-

Oversee the company third party administrator and outside counsel in the handling of workers compensation matters

Description of the Job Position:-

The Human Resources ("HR") Manager has overall responsibility for the HR function as it relates to all the company team members, including employee relations, compensation and benefits administration, development, implementation and administration of the company human resources programs and employment policies, personnel record-keeping, workers compensation and team member safety issues, training and workforce development, and compliance with HR laws and regulations. The HR Manager performs advanced professional work advising the company team leaders and team members on the application of employment, benefits and workers compensation laws and regulations and the company employment policies in the contexts of hiring, discipline, employment termination, training, compensation, benefits, leave, equal opportunity and other human resources issues. The HR Manager supervises the Organizational Development & Training function. The Human Resources Manager also performs such other functions as may be assigned by the General Counsel.

Core Responsibilities

Maintain knowledge of and ensure compliance with employment-related laws and regulations.

Analyze benefits options and cost alternatives for providing employee benefits, recommend benefits program modifications and implement approved benefits modifications

Assist in hiring by providing job descriptions and advertisements, and in the case of hiring of senior team leaders, by screening and interviewing candidates.

Oversee handling of employment-related inquiries, such as employment verification requests and unemployment compensation inquiries and proceedings.

Work with VP of Administrative Services/CFO on matters involving benefits, employee safety and workers compensation issues

Oversee handling of employment-related inquiries, such as employment verification requests and unemployment compensation inquiries and proceedings.

Major Responsibilities

Manage actions and proceedings brought against the company arising in connection with employment, benefits and workers compensation issues, including preparation of responses to EEOC charges and management of outside counsel.

Maintain all personnel files, drug and alcohol screening and background investigation results, and other personnel records, and ensure the company is in compliance with all laws and regulations and demonstrates "best practices" in regard to personnel information management.

Provide leadership in effective conflict resolution for all personnel.

Work with senior management to craft consistent, equitable and competitive compensation and incentives.

Develop and implement human resources programs and policies and periodically

update the company`s Team Member and Team Leader Handbooks.

Serve as a resource for team leaders in handling employee issues and assist them in counseling employees, conducting evaluations, staff training, problem-solving and consensus-building.

Serve as a resource for all team members by being available and accessible to discuss all human resources related issues.

Oversee the Organizational Development & Training function and develop employee training programs.

Maintain inter- and intradepartmental work flow by providing information to and cooperating with co-workers.

Chair/serve on various company committees, as well as outside human resources or industry-related groups.

Develop, implement and participate in employee recognition programs.

Enhance job performance by applying up-to-date professional and technical knowledge gained by attending seminars and conferences and reviewing professional publications.

Perform other duties as assigned by General Counsel, or President

Knowledge

Bachelor’s degree in HR Management or related discipline required; Master’s degree preferred.

At least ten years of professional experience across all HR disciplines, including employment, benefits, compensation, employee relations, training and development, workers compensation and conflict resolution.

PHR certification required; SPHR certification preferred.

Experience working with a diverse workforce.

Prior experience working with a non-profit community services corporation a plus.

Fluency in Spanish as a second language preferred.

Skills and Abilities

Conduct research, including use of commercial computer-based research services.

Communicate effectively, verbally and in writing, to a diverse audience.

Plan, organize and prioritize work.

Assign and supervise the work of others.

Demonstrate the highest level of ethical behavior.

Remain flexible in order to adapt to changes in work environment.

Study and apply new information, and take initiative.

Excellent time-management, problem-prevention and problem-solving skills.

Work accurately with close attention to detail.

Maintain confidentiality of sensitive information.

Work effectively, professionally and tactfully with the company`s diverse workforce, team leaders, senior staff, and outside companies and public agencies.

Possess a work ethic that includes neatness, punctuality and accuracy.

Exhibit a professional, businesslike appearance and demeanor.

Basic computer skills, including e-mail, word processing and spreadsheets.

Excellent interpersonal skills to facilitate interaction with the workforce.

Environment

Ability to work in an office setting.

Position may require extended hours including evenings and weekends, travel to multiple work sites and occasional out-of-country travel

Behavior Check list

1 = Never 2 = Rarely 3 = Sometimes 4 = Often 5 = Always

Leading and Deciding

1.1 Deciding and Initiating Action

1

2

3

4

5

Clearly state what must be done next

Begins each process in a timely manner

Knows when to act (Takes action at an appropriate time)

Knows what available action to take

Is result oriented

Uses available skills and resources to get the job done quickly

1.2 Leading and Supervising

1

2

3

4

5

Ensures that tasks are performed correctly

Keeps order

Oversees all activities being performed

Familiar with equipment and processes (Knows how each activity should be completed)

Is competent (has skill and ability to do something well)

Displays a sense of leadership

Supporting and Co-Operating

2.1 Working with People

1

2

3

4

5

Demonstrate fairness in dealing with others

Action taken to develop team spirit and team work

All round team player who welcomes meaningful change

Knows how to deal with conflicts

Has a pleasant comportment or demeanor

Unambiguous (Easy to understand and without ambiguity)

2.2 Adhering to Principles and Values

1

2

3

4

5

Understand the organization’s services and priorities

Ensures that everyone understand each other’s role and responsibilities and how they relate to business results

Aligns work unit goals with those of the organization

Rewards behavior that support organizational values

Confront inappropriate behavior

Communicates high standards and expects ethical behavior

Interacting and Presenting

3.1 Relating and Networking

1

2

3

4

5

Networks with others to achieve positive results

Promotes cooperation, trust, and open exchange of ideas

Establishes processes for communication

Seek out and plan how to take advantage of internal networking opportunities

Easily join group of people already speaking

Ask questions designed to learn about others and develop relationship

3.2 Persuading and Influencing

1

2

3

4

5

Ability to persuade others

Guides team towards making effective decisions

Encourages a work culture of continuous learning, information sharing, and professional development

Communicates vision for organizational success that sparks excitement in others

Seeks face to face communication

Inspires trust and commitment among employees and stakeholders by being honestly engaged, personable, visible and recognizable. 

3.3 Presenting and Communicating Information

1

2

3

4

5

Is responsive, attentive and perceptive

express ideas through language

demonstrate understanding and share emotional 

reactions to the situation

Use humor in adapting to social situations

Adapt communication skills to the audience and the situation.

think through a problem and translate that idea into a clear, concise, measured fashion

Analysis and Interpreting

4.1 Writing and Reporting

1

2

3

4

5

Has a legible handwriting

Provides clear and concise reports

Ensures that reports are done in a timely manner

States factual information in reports and not personnel opinion

Has report writing skills

Has a clear understanding of the Chain of events which led to the outcome before writing or reporting

4.2 Applying Expertise and Technology

1

2

3

4

5

Effectively send and receive e-mail, open and use attachments

Effectively use MS Word, Excel, Power Point to complete work

Effectively us Human Resource Information System (HRIS)

Provides technological assistance and advice

Maintains and updates data base system as technology changes

Uses technology in everyday work (e.g. Conference call for meetings)

4.3 Analyzing

1

2

3

4

5

exercise sound judgment and engage in high-impact decision-making

view the implications of certain decisions from a critical perspective

capable of analyzing and grasping sophisticated IT tools

Ability to learn and adapt

Critically analyze changes in the environment

Use knowledge of organization and expertise to achieve results

Creating and Conceptualizing

5.1 Learning and Researching

1

2

3

4

5

Formulate and research issues

Open minded

Awareness of the pertinence of the research and its

impact on the environment

Ability to learn and adapt to environmental changes

Provides training and development for employees

Prepares for potential issues before they occur by conducting reviews and monitoring

5.2 Creating and Innovating

1

2

3

4

5

Encourages the development of innovative solutions

takes full advantage of the innovations and ideas of people within the organizations and reward them

Consider cost benefits and risk when making an implementing new ideas and devices

sets the vision for the organization and allocates the necessary resources to facilitate innovation from within

Critically assesses the impact of new ideas to the environment

Educates employees about innovation and the organization's vision.

5.3 Formulating Strategies and Concepts

1

2

3

4

5

Critically plans for development of the organization

Works well with other to achieve positive result

Implements strategies and concepts to stay ahead of competitor

Implement system that promotes a positive work culture

Successfully aligns work unit goals with those of the organization

roles and responsibilities are formulated and documented as it relates to the organization goals and objectives

Organizing and Executing

6.1 Planning and Organizing

1

2

3

4

5

Sets realistic goals and work hard to achieve them

Provides direction and support to team members and assign challenging work

Delegates work and authority

Plans ahead to organize and deploy resources effectively

Plans alternatives and contingency plans.

Makes sure people have a workload that is manageable and fair, as well as being challenging.

6.2 Delivering Results and Meeting Customer Expectations

1

2

3

4

5

Empower employees to improve service delivery strategies

Obtains data to measure customer satisfaction

Ensures consistency and flexibility as needed

Ensures after sales services are provided

Implement ways to improve processes to fulfill customer’s needs

Ensures that services are done accurately and on time

6.3 Following Instructions and Procedures

1

2

3

4

5

Makes sure people know what a task or responsibility involves, and can carry it out.

Makes sure staff are aware of and follow Best Value principles.

Formulates and documents policies and procedures

Constantly monitors and assesses progress, making sure people work to decisions, plans and policies.

Defines, clarifies and assigns roles and responsibilities.

Follows instruction and procedures morally and ethically

Adapting and Coping

7.1 Adapting and Responding to Change

1

2

3

4

5

Easily adapts to changes in the environment

understands the dynamics of complex systemic change and how to create and sustain this kind of change

Is flexible and open-minded about how change occurs with ability to tolerate the messiness of the change process

Is a creative thinker

Communicates change to subordinates in and effective manner

Has knowledge and skills necessary to lead change

7.2 Coping with Pressure and Setbacks

1

2

3

4

5

Is able to function well under pressure

Adeptness at finding solutions to problems. (Ability to find solutions)

Keeps confidences and honour commitment

Critiques outcomes of projects, learning how to improve in the future

Can easily formulate alternate plans in case of setbacks (is a critical thinker)

Has strong E.I.(emotional Intelligence) attributes

Enterprising and Performing

8.1 Achieving Personal Work Goals and Objectives

1

2

3

4

5

Commitment of energy and interest in own job and special assignment

Sets personnel goals and initiate steps to complete them

Sets clear objectives and then monitors progress

Reviews progress towards accomplishing work goals and objectives

Sets direction for the future as well as the present

Uses knowledge of emerging trends and external forces to set direction

8.2 Entrepreneurial and Commercial Thinking

1

2

3

4

5

Acts to extend the business into new areas, products, or service.

Takes initiatives with a clear business purpose in mind

Continually seek to improve business processes

Does things before being asked or forced to by events.

Has necessary energy and drive to carry the organization future/forward

Takes action that goes beyond job requirements or the of the situation.

8.3 Analyzing

1

2

3

4

5

Obtains necessary data to measure performance

Monitor strategy for existing business to cope with changes

Review strategies for existing and future business

Implements necessary changes to ensure business goals and objective are meet

Formulates contingency plans

Review progress toward accomplishing Goals

Conclusion

In human resource management, developing competency-based job descriptions is one way to define participant roles while still allowing for evolution. Like well-written typical job descriptions, competency-based job descriptions list job title, job description, key responsibilities, and requisite and preferred education and experience. What competency-based job descriptions add is a focus on less tangible behavioral competencies.

These qualities are numerous, and elaborate systems developed by human resource consulting firms and are available for assistance in developing competency-based job descriptions and related evaluative methods. A few examples of behavioral competencies are leadership, interpersonal communication, multicultural sensitivity, initiative, teamwork, and flexibility. Linked to each competency are indicators of how effectively employees meet each requirement. Enunciating behavioral competencies facilitates personnel selection, role comprehension, and performance evaluation.