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 OnLine 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.
Instructions
Prepare a 1–2 page job description 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 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 assignment 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 assignment 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, assignment title, and date. No other information is required on this page.
The last page should be the reference list.
Organization: Make sure that your 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.
ePortfolio
You should consider adding this assignment to your personal ePortfolio. This assignment demonstrates your ability to prepare a job description and competency model for measuring performance. This skill is necessary in a professional setting when you are trying to make strategic recommendations. You will want to organize your assignments to easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. Important note: Access to Campus ePortfolio is only provided for active Capella learners, with access ending a short time after graduation or leaving a program. For more information on ePortfolio, visit the Campus ePortfolio page.
Reference
Department of the Army. (n.d.) Army position description: Physician’s assistant. https://acpol2.army.mil/fasclass/search_fs/search_fs_output.asp?fcp=zutpk3eFRtaToL2jorlGuam0buidbYGWmalTiGC7hLBmYn%2BYmKc%3D
Job Description and Competency Model: Human Resources Specialist
Cover Page
[Your Name]
HRM 5000 – Human Resource Management
Assignment: Job Analysis and Competency Modeling
[Date]
Job Description
Position Title: Human Resources Specialist
Department: Human Resources
Reports To: Human Resources Manager
FLSA Status: Exempt
Position Summary
The Human Resources Specialist serves as a key partner in the organization’s human capital management, performing activities across multiple HR functional areas including recruitment and selection, employee relations, compensation and benefits administration, policy interpretation, and compliance with employment laws and regulations. The HR Specialist acts as a trusted advisor to management and employees, ensuring that personnel practices align with organizational goals while maintaining legal and regulatory compliance. This role requires a combination of technical HR knowledge, strong interpersonal skills, and the ability to navigate complex employee relations matters with discretion and professionalism.
Essential Duties and Responsibilities
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Recruitment and Staffing: Perform searches for qualified job candidates using diverse sourcing channels including computer databases, networking, internet recruiting resources, media advertisements, job fairs, recruiting firms, and employee referrals. Review employment applications and job orders to match applicants with job requirements. Interview job applicants to obtain information on work history, training, education, and job skills. Select qualified applicants or refer them to managers, making hiring recommendations when appropriate. Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees. Conduct reference and background checks on job applicants.
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Employee Relations and Policy Administration: Interpret and explain human resources policies, procedures, laws, standards, and regulations to employees and management. Address employee relations issues including harassment allegations, work complaints, and other employee concerns. Conduct exit interviews and ensure completion of necessary employment termination paperwork. Provide management with information or training related to interviewing, performance appraisals, counseling techniques, and documentation of performance issues.
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Compliance and Recordkeeping: Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA). Prepare and maintain employment records related to hiring, termination, leaves, transfers, and promotions using human resources management system software. Maintain and update human resources documents including organizational charts, employee handbooks, directories, and performance evaluation forms. Analyze employment-related data and prepare required reports.
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Benefits and Compensation Administration: Administer employee benefit plans including health insurance, retirement plans, and other voluntary benefits. Inform job applicants of details such as duties, compensation, benefits, schedules, working conditions, and promotion opportunities. Coordinate with management to develop or implement personnel policies and procedures.
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Training and Development: Schedule or conduct new employee orientations. Advise management on organizing, preparing, or implementing recruiting or retention programs. Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards.
Knowledge, Skills, and Abilities
Knowledge:
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Personnel and Human Resources: Comprehensive knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
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Administrative: Knowledge of administrative and office procedures including word processing, managing files and records, designing forms, and workplace terminology.
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Administration and Management: Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, and coordination of people and resources.
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Law and Government: Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, and agency rules.
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English Language: Knowledge of the structure and content of the English language including meaning and spelling of words, and rules of composition and grammar.
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Customer and Personal Service: Knowledge of principles and processes for providing customer and personal services, including customer needs assessment and evaluation of customer satisfaction.
Skills:
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Active Listening: Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
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Speaking: Talking to others to convey information effectively.
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Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
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Judgment and Decision Making: Considering the relative costs and benefits of potential actions to choose the most appropriate one.
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Complex Problem Solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
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Negotiation: Bringing others together and trying to reconcile differences.
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Time Management: Managing one’s own time and the time of others.
Abilities:
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Oral Comprehension: Ability to listen to and understand information and ideas presented through spoken words and sentences.
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Oral Expression: Ability to communicate information and ideas in speaking so others will understand.
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Written Comprehension: Ability to read and understand information and ideas presented in writing.
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Deductive Reasoning: Ability to apply general rules to specific problems to produce answers that make sense.
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Problem Sensitivity: Ability to tell when something is wrong or is likely to go wrong.
Work Environment
The Human Resources Specialist typically works in an office environment within a corporate or organizational setting. The role involves frequent interaction with employees, managers, and external stakeholders, requiring strong interpersonal skills and professional demeanor. The work may involve sitting for extended periods while using computers and other office equipment. The position may require occasional travel for recruitment events, job fairs, or training sessions. The work environment can be fast-paced, particularly during peak hiring periods or when addressing sensitive employee relations matters. The HR Specialist must maintain confidentiality and handle sensitive information with discretion. The role requires adaptability and the ability to manage multiple priorities while maintaining attention to detail and compliance with legal and regulatory requirements.
Competency Model
The following five competencies are essential for success in the Human Resources Specialist role. Each competency includes behavioral indicators that describe what effective performance looks like in practice.
Competency 1: Employment Law and Regulatory Compliance
Definition: Demonstrates comprehensive knowledge of federal, state, and local employment laws and regulations and applies this knowledge to ensure organizational compliance.
Behavioral Indicators:
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Interprets and explains HR policies, procedures, laws, standards, and regulations accurately to employees and management
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Maintains current knowledge of EEO, affirmative action guidelines, ADA, and other relevant employment laws
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Evaluates HR practices to ensure adherence to legal and regulatory requirements
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Identifies compliance risks and recommends appropriate corrective actions
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Stays current with changes in employment law through continuing education and professional development
Competency 2: Talent Acquisition and Selection
Definition: Effectively sources, screens, and selects qualified candidates to meet organizational staffing needs while ensuring a positive candidate experience.
Behavioral Indicators:
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Utilizes diverse sourcing strategies including databases, networking, internet recruiting, and employee referrals
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Conducts structured interviews to assess candidate qualifications, work history, training, education, and job skills
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Matches applicant qualifications with job requirements and makes hiring recommendations
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Conducts reference and background checks in accordance with legal requirements
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Coordinates and administers pre-employment testing as appropriate
Competency 3: Employee Relations and Conflict Resolution
Definition: Addresses employee concerns, resolves workplace conflicts, and promotes a positive work environment through effective communication and problem-solving.
Behavioral Indicators:
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Addresses employee relations issues including harassment allegations, work complaints, and other concerns promptly and appropriately
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Conducts exit interviews and manages termination processes with professionalism
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Provides guidance to management on performance appraisals, counseling techniques, and documentation
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Facilitates resolution of conflicts and grievances through negotiation and mediation
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Maintains confidentiality and handles sensitive information with discretion
Competency 4: HR Administration and Recordkeeping
Definition: Maintains accurate employment records, prepares required reports, and manages HR documentation in compliance with legal and organizational requirements.
Behavioral Indicators:
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Prepares and maintains employment records related to hiring, termination, leaves, transfers, and promotions
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Maintains and updates HR documents including organizational charts, handbooks, directories, and performance evaluation forms
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Analyzes employment-related data and prepares required reports
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Utilizes HR management system software effectively for data entry and recordkeeping
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Ensures documentation is complete, accurate, and accessible
Competency 5: Communication and Interpersonal Effectiveness
Definition: Communicates clearly and effectively with diverse stakeholders, builds relationships, and influences others to achieve organizational objectives.
Behavioral Indicators:
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Explains complex policies and procedures clearly to employees at all levels
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Provides information to supervisors, co-workers, and subordinates through multiple channels
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Communicates with external stakeholders including applicants, government agencies, and community organizations
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Builds constructive and cooperative working relationships with others
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Provides consultation and advice to management on HR matters
Technology Skills
The Human Resources Specialist must be proficient in the following technology applications commonly used in HR functions:
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Human Resources Management Systems (HRMS): Experience with HRIS platforms for employee data management, payroll, benefits administration, and reporting
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Applicant Tracking Systems (ATS): Proficiency in systems used for managing job postings, applications, and candidate pipelines
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Microsoft Office Suite: Advanced skills in Word, Excel, PowerPoint, and Outlook for documentation, data analysis, and presentations
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Collaboration Tools: Familiarity with video conferencing, instant messaging, and document sharing platforms for remote and hybrid work environments
Education and Experience Requirements
According to O*NET data, Human Resources Specialists typically require the following education and experience:
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Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field
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Experience: 1-3 years of experience in human resources or a related field
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Certifications: Professional certification (e.g., SHRM-CP, PHR) is preferred but not required
References
O*NET OnLine. (2026). 13-1071.00 – Human Resources Specialists. U.S. Department of Labor, Employment and Training Administration. https://www.onetonline.org/link/summary/13-1071.00
O*NET OnLine. (2026). National Certifications: 13-1071.00 – Human Resources Specialists. U.S. Department of Labor, Employment and Training Administration. https://www.onetonline.org
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