The self learning reflective analysis business essay

Course: Human Resource ManagementModule: HRM 340 Performance ManagementLecture: Nicole WillsStudent ID: 2002300006C: Program Files (x86)Microsoft OfficeMEDIACAGCAT10j0149481. wmf

Table of Contents


Introduction (definition of concepts)




Self learning Reflective Analysis (SWOT)

Course work assessment sheet


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 aminimum of six (6) behaviours/task). 2. Using the Behavioural Checklist and Competency Framework design a Job Descriptionfor the Position of Human Resource Manager which includes the following headingsa. Name of Positionb. Position Level e. g. entry level, etc. c. Salary Ranged. Mangers/ Supervisorse. Employees Supervisedf. Internal Networks (other departments in communication with)g. External Networks (external bodies in communication with)h. Description of the Job Positioni. Core Responsibilitiesj. Major Responsibilitiesk. Knowledgel. Skills and Abilitiesm. Environment


(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.


(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, andreporting 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.


Job Description

Name of Position :- Human Resource ManagerPosition Level:- Senior levelSalary Range:- $25, 000-$30, 000 per month

Mangers/ Supervisors :-

Reports to the General Counsel, but also works with the company VP of Administrative Services/CFOEmployees 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 modificationsAssist 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 issuesOversee 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 periodicallyupdate 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


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.


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 Action12345Clearly state what must be done nextBegins each process in a timely mannerKnows when to act (Takes action at an appropriate time)Knows what available action to takeIs result orientedUses available skills and resources to get the job done quickly1. 2 Leading and Supervising12345Ensures that tasks are performed correctlyKeeps orderOversees all activities being performedFamiliar 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 People12345Demonstrate fairness in dealing with othersAction taken to develop team spirit and team workAll round team player who welcomes meaningful changeKnows how to deal with conflictsHas a pleasant comportment or demeanorUnambiguous (Easy to understand and without ambiguity)2. 2 Adhering to Principles and Values12345Understand the organization’s services and prioritiesEnsures that everyone understand each other’s role and responsibilities and how they relate to business resultsAligns work unit goals with those of the organizationRewards behavior that support organizational valuesConfront inappropriate behaviorCommunicates high standards and expects ethical behavior

Interacting and Presenting

3. 1 Relating and Networking12345Networks with others to achieve positive resultsPromotes cooperation, trust, and open exchange of ideasEstablishes processes for communicationSeek out and plan how to take advantage of internal networking opportunitiesEasily join group of people already speakingAsk questions designed to learn about others and develop relationship3. 2 Persuading and Influencing12345Ability to persuade othersGuides team towards making effective decisionsEncourages a work culture of continuous learning, information sharing, and professional developmentCommunicates vision for organizational success that sparks excitement in othersSeeks face to face communicationInspires trust and commitment among employees and stakeholders by being honestly engaged, personable, visible and recognizable. 3. 3 Presenting and Communicating Information12345Is responsive, attentive and perceptiveexpress ideas through languagedemonstrate understanding and share emotionalreactions to the situationUse humor in adapting to social situationsAdapt 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 Reporting12345Has a legible handwritingProvides clear and concise reportsEnsures that reports are done in a timely mannerStates factual information in reports and not personnel opinionHas report writing skillsHas a clear understanding of the Chain of events which led to the outcome before writing or reporting4. 2 Applying Expertise and Technology12345Effectively send and receive e-mail, open and use attachmentsEffectively use MS Word, Excel, Power Point to complete workEffectively us Human Resource Information System (HRIS)Provides technological assistance and adviceMaintains and updates data base system as technology changesUses technology in everyday work (e. g. Conference call for meetings)4. 3 Analyzing12345exercise sound judgment and engage in high-impact decision-makingview the implications of certain decisions from a critical perspectivecapable of analyzing and grasping sophisticated IT toolsAbility to learn and adaptCritically analyze changes in the environmentUse knowledge of organization and expertise to achieve results

Creating and Conceptualizing

5. 1 Learning and Researching12345Formulate and research issuesOpen mindedAwareness of the pertinence of the research and itsimpact on the environmentAbility to learn and adapt to environmental changesProvides training and development for employeesPrepares for potential issues before they occur by conducting reviews and monitoring5. 2 Creating and Innovating12345Encourages the development of innovative solutionstakes full advantage of the innovations and ideas of people within the organizations and reward themConsider cost benefits and risk when making an implementing new ideas and devicessets the vision for the organization and allocates the necessary resources to facilitate innovation from withinCritically assesses the impact of new ideas to the environmentEducates employees about innovation and the organization’s vision. 5. 3 Formulating Strategies and Concepts12345Critically plans for development of the organizationWorks well with other to achieve positive resultImplements strategies and concepts to stay ahead of competitorImplement system that promotes a positive work cultureSuccessfully aligns work unit goals with those of the organizationroles and responsibilities are formulated and documented as it relates to the organization goals and objectives

Organizing and Executing

6. 1 Planning and Organizing12345Sets realistic goals and work hard to achieve themProvides direction and support to team members and assign challenging workDelegates work and authorityPlans ahead to organize and deploy resources effectivelyPlans 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 Expectations12345Empower employees to improve service delivery strategiesObtains data to measure customer satisfactionEnsures consistency and flexibility as neededEnsures after sales services are providedImplement ways to improve processes to fulfill customer’s needsEnsures that services are done accurately and on time6. 3 Following Instructions and Procedures12345Makes 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 proceduresConstantly 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 Change12345Easily adapts to changes in the environmentunderstands the dynamics of complex systemic change and how to create and sustain this kind of changeIs flexible and open-minded about how change occurs with ability to tolerate the messiness of the change processIs a creative thinkerCommunicates change to subordinates in and effective mannerHas knowledge and skills necessary to lead change7. 2 Coping with Pressure and Setbacks12345Is able to function well under pressureAdeptness at finding solutions to problems. (Ability to find solutions)Keeps confidences and honour commitmentCritiques outcomes of projects, learning how to improve in the futureCan 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 Objectives12345Commitment of energy and interest in own job and special assignmentSets personnel goals and initiate steps to complete themSets clear objectives and then monitors progressReviews progress towards accomplishing work goals and objectivesSets direction for the future as well as the presentUses knowledge of emerging trends and external forces to set direction8. 2 Entrepreneurial and Commercial Thinking12345Acts to extend the business into new areas, products, or service. Takes initiatives with a clear business purpose in mindContinually seek to improve business processesDoes things before being asked or forced to by events. Has necessary energy and drive to carry the organization future/forwardTakes action that goes beyond job requirements or the of the situation. 8. 3 Analyzing12345Obtains necessary data to measure performanceMonitor strategy for existing business to cope with changesReview strategies for existing and future businessImplements necessary changes to ensure business goals and objective are meetFormulates contingency plansReview progress toward accomplishing Goals


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.