Human Resources Manager (Formal)IIIJob Skill RequirementsSpecified Duration of Work (If Any)...Duration-Compensation Type, Rate, and Annualized Result...Compensation- - - Estimated hours a skill will be applied during the task. Could be simply the task hours or specific to the skill...ExperienceLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...1st YearLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...StandardsSkills Required for the task...SkillsPoints are in Thousands...(in Thousands)Estimated hours a skill will be applied during the task. Could be simply the task hours or specific to the skill...CredentialLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...LevelFocus is the proportion (based on intensity and frequency) a skills is applied relative to the other skills...HoursThis interpretation of Skill Points is based on the skill, hours, level and focus attributes (among other proprietary factors)...PointsUsage is the predicted application rate of the skill throughout the task relative to the number of hours...UsageThis interpretation of Skill Points is based on the skill, and the applied usage attributes (among other proprietary factors)..PointsFormal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. ...Human Resource ManagementGR3Level Tier III - 3 3 III 2225Daily/ 2D2270Use of methods to discover, model, analyze, measure, improve, optimize, and automate business processes.[ ...Process ManagementGR3Level Tier III - 3 3 III 2225Hourly/ 0.25H0.25270Process of defining an organization's strategy, or direction, and making decisions on allocating its resources to pursue this strategy. ...Strategic PlanningGR3Level Tier III - 3 3 III 2225Daily/ 2D2270'Process that identifies current and future human resources needs for an organization to achieve its goals. ...Workforce PlanningGR3Level Tier III - 3 3 III 2225Daily/ 2D2270Field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance. ...Organizational DevelopmentGR3Level Tier III - 3 3 III 2225Weekly/ 6W697Discovery of new or significantly improved methods for creating and delivering products or services ...Process InnovationGR3Level Tier III - 3 3 III 2225Weekly/ 6W697Process of developing channels of supply at the lowest total cost, not just the lowest purchase price. ...Strategic SourcingGR3Level Tier III - 3 3 III 2225Daily/ 1D168Develop leadership skills for others. ...Leadership DevelopmentGP1Level Tier III - 3 3 III 1210Weekly/ 6W697Key opinion leader (KOL) is a trusted, well-respected influencer with proven experience and expertise in a particular field. ...KOL LeadershipGP0.5Level Tier III - 3 3 III 954Weekly/ 6W697Discipline of carefully projecting or planning, organizing, motivating and controlling resources to achieve specific goals and meet specific success criteria. ...Project ManagementGP0.5Level Tier III - 3 3 III 954Weekly/ 6W697'Managing interactions of information that is intended to be kept private between the parties involved ...Confidential CommunicationGP0.5Level Tier III - 3 3 III 954Monthly/ 20M2058Objective analysis and evaluation of an issue in order to form a judgment. ...Critical ThinkingGR3Level Tier III - 3 3 III 2225Daily/ 2D2270Communicating technical information in a simple way an audience can understand. ...Articulate Technical InformationGR3Level Tier III - 3 3 III 2225Daily/ 1D168Solving problems from a non-sequential information-processing mode. ...Intuitive Problem SolvingGR3Level Tier III - 3 3 III 2225Daily/ 1D168Ability to judge, make a decision, or form an opinion objectively, authoritatively, and wisely, especially in matters affecting action ...Judgment and Decision MakingGR3Level Tier III - 3 3 III 2225Daily/ 1D168Ability to understand others behaviour and actions in accordance with the interaction at hand. ...Social PerceptivenessGR3Level Tier III - 3 3 III 2225Daily/ 1D168'Applying ways to improve the functioning of a team. ...Team BuildingGP1Level Tier III - 3 3 III 1210Weekly/ 6W697Giving expert advice to people working in a professional or technical field. ...ConsultingGP0.5Level Tier III - 3 3 III 954Weekly/ 6W697Discussion aimed at reaching an agreement. ...NegotiationGP0.5Level Tier III - 3 3 III 954Weekly/ 6W697...Total Skill Points:339152525Objective is the primary goal of the task...Description- Link is a way to share an internal link to the task (if there is one)...Job LinkSkills Label™ Patent 11587190 skillslabel.com
  

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A Job Label is a complete ROI for a standard job listing lasting a year or less. Job Labels standardize what skills are required for both prior experience and first year application.

A template establishes baseline job requirements. A job posting and the company listing the job should have different requirements, so on a Job Label the referenced skills and their definitions change. Skills might get added or removed.

Use Job Labels to attract professionals. A clear advantage with Job Labels are they allow evaluations to consider not only a credential (degree or certificate), but whether workers are able to apply the necessary skills neeeded for the job.

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