Human Resources Portfolio Assignment
20%
105 Marks
Throughout the course various human resources management topics will be introduced. Most topics will be paired with a portfolio Assignment. there are 5 assignments in total which will come together to create a completed portfolio. You may choose your portfolio group or your instructor will assign you to a group to complete all elements of the portfolio assignment.
There will be 2 portfolio submission dates. The Portfolio will be graded in 2 parts (1,2&3) & (4 & 5).
1A-Selecting a company
You will be selecting a company which you will work with throughout the duration of this portfolio. It is critical that you can find a substantial amount of information regarding the company to be successful throughout the portfolio. Your instructor will provide you with further details. The position you are designing in part 1B will be used throughout the rest of the portfolio.
1B-Planning a New Position
35 Marks
Purpose:
The job description is the key to many functions within human resources. How the job description is written will influence recruitment, selection, performance management, training and development, health and safety, and compensation.
The purpose of this assignment is to give you practice conducting a job analysis, designing the job, and creating the job specifications and performance standards for a specific job or position. The final output for this assignment is a fully developed job description.
Instructions:
The company president and operations manager are working with an external HR consultant (you) to conduct a job analysis for a new sales and marketing manager within your selected company.
Research and find a minimum of 4 sources. 2 marketing manager job descriptions and 2 sales manager job descriptions. Be sure they are within your industry or a similar industry. Use elements from all 4 and information about your company to complete the process below. Conduct a job analysis, design the job, develop a job description and develop job specifications for the position. It is important to note that this is a complex and senior position and requires skills and knowledge at the appropriate level.
The assignment includes the following five components:
- Job Analysis – the process of obtaining information about the job by determining what the duties, tasks or activities of the job entail and the necessary skills, knowledge, training and ability to perform the work successfully. To complete this, you will need to answer the 7 questions outlined in the textbook for each element (Marketing Manager and Sales Manager) of the new job you are designing. You will use the information you gather answering these questions to complete the rest of the steps below.
- Job Design – the process of defining and arranging tasks, roles and other processes to achieve employee goals and organizational effectiveness. Use the relevant information you collected from the job analysis and organize the tasks for the new sales and marketing manager role into groups. Connect those tasks to the goals of the position and to the goals of the company. This can be presented in a chart format if need be.
- Job Specification – a statement of the needed knowledge, skills and abilities of the person who is to perform in the position. This should be taken from the job analysis. Select the most important and relevant information to create this job specifications section for the new sales and marketing manager position.
- Performance Standards – a list of the expected results of the job. These should be specific and measurable. They will be used for the annual performance evaluation.
- Job Description – a description of the types of tasks, duties, responsibilities, skills, knowledge, abilities and competencies (job specifications) needed to successfully perform the work. You should take the information from all the elements above and create a final job description. This will be used for all the other HR processes within the company.
The final output will be a job description for the role.
Additional resources: www.job-analysis.net and http://alis.alberta.ca, National Occupation Classification (NOC) and the textbook.
- Address each of the first four components. This information will be pulled from your analysis work. The final written job description (maximum one page) must also be included. The total assignment can be between 15-30pages depending on the analysis that you complete. Please include a cover page and a reference page.
Grading Rubric:
This assignment will be marked based on the following criteria:
| Section | Exceeds Expectations | Meets Expectations | Does Not Meet Expectations | Marks |
| Job Analysis | 5-7 marks | 3-4 marks | 0-2 marks | /7 |
| The job analysis is the research component of this project. It follows the framework as defined Toolkit 4.1 ‘Job Analysis Questions’ from the Textbook. *note students can and should copy/paste from various sources **Be sure to use proper in-text citation. | Using information collected from a minimum of 6 external sources, each question from Toolkit 4.1 has been clearly addressed. Answers questions clearly identifying duties, tasks or activities of the job and the necessary skills, knowledge, training and ability to perform the work successfully. Information gathered from each source is detailed and relevant, showing thoughtful analysis of the requirements of the position. | Using information collected from a minimum of 4 external sources, each question from Toolbox 4.1 has been clearly addressed. Vaguely answers questions, somewhat identifying duties, tasks or activities of the job and the necessary skills, knowledge, training and ability to perform the work successfully. Information gathered from each source is detailed and relevant. | Job analysis discussion does not answer the questions posed in Toolkit 4.1. Lists fewer than 4 external sources to identify duties, tasks or activities of the job and the necessary skills, knowledge, training and ability to perform the work successfully. Information gathered from each source is sketchy or not relevant to the position. | |
| Job Design | 4-6 marks | 2-3 marks | 0-1 marks | /6 |
| The job design creates the framework for the job description. Building on the analysis, defining and arranging the tasks, roles and other processes to achieve employee goals and organizational effectiveness | Using the information from the job analysis, primary tasks, roles and goals are clearly defined and methodically arranged in priority sequence. Design includes a summary of each role, areas of focus and priorities within the areas of focus. Both employee and organizational goals are factored into the design. | Using the information from the job analysis, most of the primary tasks, roles and goals are clearly defined and methodically arranged. Both employee and organizational goals are somewhat factored into the design. | Few of the tasks, roles and goals are superficially defined. Does not reflect the goals of the employee or the organization. | |
| Job Specifications | 5-7 marks | 2-4 marks | 0-2 mark | /7 |
| The needed knowledge, skills and abilities to perform in the position. | Using the job design framework, identify a comprehensive description of all the pertinent knowledge, skills and abilities required for the position. There should be a minimum of 7. Job specifications completely align with the job design. | Using the job design framework, identify most of the pertinent knowledge, skills and abilities required for the position. Job specifications somewhat align with the job design. | Superficial summary of the key knowledge, skills and abilities required for the position. Several key items are missing. Job specifications do not align with the job design. | |
| Performance Standards | 4-5 marks | 2-3 marks | 0-1 mark | /5 |
| A list of the expected results of the job. How will success in the role be measured? | Using the job design framework, a minimum of 5 performance standards are clearly identified. These standards align with the role and the level expectations. There is a clear linkage between the performance standards and the organizational goals. | Using the job design framework, most performance standards have been identified. These standards are somewhat aligned with the role and the level expectations. There is some linkage between the performance standards and the organizational goals. | Performance standards do not align with the role and level expectations, nor are they appropriate. | |
| Job Description | 8-10 marks | 4-7 marks | 0-4 marks | /10 |
| Job description follows the framework/design as per the sample in Toolkit 4.2 of the textbook. The final output of the job description, including the duties, responsibilities, skills, knowledge, abilities and competencies needed to successfully perform the work. | Professional level description of the job with all responsibilities, skills, knowledge, abilities and competencies needed to perform the work. Clear alignment exists between the job description and the organizational goals. | Job description is missing some of the components of a professional level description of the job with all responsibilities, skills, knowledge, abilities and competencies needed to perform the work. | Job description superficially reflects the role, responsibilities, skills, knowledge, abilities and competencies needed to perform the work. | |
| Total Marks | /35 |
