PSY-838 Case Study Part I: Competence Analysis

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    .gcu.edu/learningPlatform/assignment/assignment.html?operation=studentAllAssignmentList”>Assignment Case Study Part I: Competence Analysis

    View Rubric
    Due
    Date: Apr 08, 2015 23:59:59
    Max Points:190

    Details:

    Employees are often
    evaluated with competency modeling, which provides supervisors a description of
    the skills, behaviors, attitudes, and knowledge needed by those individuals
    hired to perform their jobs. These competencies are often developed through
    review sessions and group meetings of employees to ensure that they capture the
    language and spirit that are important to the organization. After developing
    the competencies that identify the dimensions of a job and the skills required,
    levels of performance can be defined. The specific behaviors and outcomes that
    indicate excellent, average, and poor performance can then be identified.
    General Requirements:
    Use the following
    information to ensure successful completion of the assignment:
    • Learners need to access
    and refer to the resource document “PSY 838 Job Posting for
    Assignments.”
    • Instructors will be using
    a grading rubric to grade the assignments. It is recommended that learners review
    the rubric prior to beginning the assignment in order to become familiar with
    the assignment criteria and expectations for successful completion of the
    assignment.
    • Doctoral learners are
    required to use APA style for their writing assignments. The APA Style Guide is
    located in the Student Success Center.
    • This assignment requires
    that at least two additional scholarly research sources related to this topic,
    and at least one in-text citation from each source be included.
    Directions:
    Refer to “Job Posting
    for Assignments,” which provides a fictitious job posting.
    In a document of 1,000-1,250
    words, develop 5 competencies based on the duties and skills of the project
    manager position given in the course resource as well as those skills and
    behaviors that are necessary for effective managerial positions in the modern
    business climate. For each competency, include the following:
    1. A description of the
    competency.
    2. A rationale for selecting
    the competency.
    3. Performance statements
    for the competency (include one each for poor, acceptable, and excellent
    performance).
    4. A discussion of how
    theories of leadership influenced the competencies selected for the position
    presented.

    .gcu.edu/learningPlatform/content/content.html?operation=viewContent&contentId=7ebceede-977c-46d3-a4b2-e4c0573ba44d”>PSY838.R.JobPostingforAssignments_11-08-2012.docx

    PSY-838
    Job Posting for Assignments

    .png”> Anytime Analytics

    Job Title:

    Project Manager

    Job Category:

    Human Resources

    Department/Group:

    Research and Development

    Job Code/ Req. #:

    1850

    Location:

    Phoenix, AZ

    Travel Required:

    Yes

    Level/Salary Range:

    Commensurate with experience and qualifications

    Position Type:

    Full-time

    HR Contact:

    Joe Smith

    Date posted:

    December 12

    Will Train Applicant(s):

    Yes

    Posting Expires:

    Open until position is filled

    External posting URL:

    .jobhunter.com/”>www.jobhunter.com

    Internal posting URL:

    .anytimeanalytics.com/hr”>www.anytimeanalytics.com/hr

    Applications Accepted By:

    Fax or E-mail:
    (425) 555-0123 or.com”>someone@example.com
    Subject Line:
    Attention: HR Department
    RE: Job Code 1850 Project Manager

    Mail:
    Jane Smith
    Human Resources Department
    P.O. Box Z-1289
    Sometown, AZ 12345

    Job Description

    Job Purpose:
    Accomplishes project objectives by planning and evaluating project
    activities.
    Duties:
    ·
    Accomplishes human resources objectives by
    recruiting, selecting, orienting, training, assigning, scheduling, coaching,
    counseling, and disciplining employees; communicating job expectations;
    planning, monitoring, appraising, and reviewing job contributions; planning
    and reviewing compensation actions; and enforcing policies and procedures.
    ·
    Achieves operational objectives by contributing
    information and recommendations to strategic plans and reviews; preparing and
    completing action plans; implementing production, productivity, quality, and
    customer-service standards; resolving problems; completing audits;
    identifying trends; determining system improvements; and implementing change.
    ·
    Meets financial objectives by forecasting
    requirements; preparing an annual budget; scheduling expenditures; analyzing
    variances; and initiating corrective actions.
    ·
    Updates job knowledge by participating in
    educational opportunities; reading professional publications; maintaining
    personal networks; and participating in professional organizations.
    ·
    Enhances department and organization reputation by
    accepting ownership for accomplishing new and different requests, and exploring
    opportunities to add value to job accomplishments.
    Skills/Qualifications:
    ·
    Bachelor’s degree from a regionally accredited
    four-year college or university and five years related experience in
    organizational consulting are required.
    ·
    Experience managing consulting teams is preferred.

    ·
    Experience developing budgets, coaching, supervision,
    staffing, project management, management proficiency, process improvement, tracking
    budget expenses, self-development, planning, performance management are
    desired for this position

    Save Link
    .gcu.edu/learningPlatform/assignment/assignment.html?operation=studentCurrentAssignmentList”>Assignment Case Study Part II: The Interview

    View Rubric
    Due
    Date: Apr 22, 2015 23:59:59
    Max Points:190

    Details:

    Structured interviews
    function in providing an appendage to a written application and allow those
    conducting the interview to make inferences about a person’s suitability for a
    job. Guidelines have been developed to increase reliability and validity of
    structured interviews. Among these guidelines are those defined by Huffcutt and
    Arthur (1994) as given in the resource document “PSY 838 Elements of
    Structure.”
    General Requirements:
    Use the following
    information to ensure successful completion of the assignment:
    • Learners need to access
    and refer to the resource document “PSY 838 Elements of Structure.”
    • Learners need to access
    and refer to the resource document “PSY 838 Job Posting for
    Assignments.”
    • Instructors will be using
    a grading rubric to grade the assignments. It is recommended that learners
    review the rubric prior to beginning the assignment in order to become familiar
    with the assignment criteria and expectations for successful completion of the
    assignment.
    • Doctoral learners are
    required to use APA style for their writing assignments. The APA Style Guide is
    located in the Student Success Center.
    • This assignment requires
    that at least two additional scholarly research sources related to this topic,
    and at least one in-text citation from each source be included.
    Directions:
    In a document of 1,000-1,250
    words, use the factors defined by Huffcutt and Arthur (1994) as noted in the
    resource document “PSY 838 Elements of Structure” to generate
    questions for a structured interview for the fictitious job description used in
    the Module 2 assignment (refer to resource document “PSY 838 Job Posting
    for Assignments”). Your structured interview should include the following:
    1. A total of 10 questions
    stated exactly as they will be asked in the interview.
    2. A rationale for the
    inclusion of each question that explains why it will enhance the reliability
    and validity of the selection process.
    3. A discussion of how these
    interview questions will influence the subsequent training, supervising, and
    appraising of staff.

    .gcu.edu/learningPlatform/content/content.html?operation=viewContent&contentId=61e29d06-df79-42cf-9f6e-143a5469ff48″>PSY838.R.Elements
    of Structure_11-08-2012.docx.gcu.edu/learningPlatform/content/content.html?operation=viewContent&contentId=65deafe4-cf43-4ee1-b44c-233d501b57c9″>PSY838.R.JobPostingforAssignments_11-08-2012.docx

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