Human Resources Management MGMT 453 Assignment #2 Job Description / Job Analysis Job descriptions and specifications HR uses the job analysis output to develop a job description and job specifications. The job description summarizes and organizes the information for the organization's job-related actions. Generally, the job description and specifications are combined but compartmentalized to enable independent updating as needed. STEP 1: COLLECT INFORMATION ABOUT THE JOB. A good place to start is by reviewing materials that describe the work performed on the job. Such materials include: & Position descriptions and classification standards & Subject matter expert (SME) input & Performance standards & Occupational studies STEP 2: LIST THE TASKS. Prepare preliminary lists of tasks and competencies required to perform successfully on the job, based on the information and/or SME input (along with the source of that information) collected in Step 1. STEP 3: IDENTIFY THE CRITICAL TASKS. = Have the (SMEs) rate the importance of each task. STEP 4: IDENTIFY THE CRITICAL COMPETENCIES. Have the SMEs rate the importance of each competency and indicate whether they are needed at entry. = After the competencies are rated, identify which competencies are critical. Determine cutoffs for each of the scales. STEP 5: LINK THE TASKS AND COMPETENCIES Have SME's rate the extent to which each competency is important for performing each task. Eliminate any tasks not linked to one or more competencies and competencies that are not linked to at least one task. Use the link provided to conduct your research directly with the Department of Labor: https://www.onetonline.org/ Your Job Description should be 1 page. It is due on Tuesday, October 1 before 5:59 p.m