Job analysis project: | Psychology

Research Requirement:

Job_Description_Assignment_EXAMPLE_VNg.docx Job Description The Senior Recruitment Manager for Employer Development and Relations (EDR) at University of Campus Services (UCS) is an elaborate, yet exciting job with many essential functions. The scope of this job position is to assist and support the EDR team, which includes on and off-campus relationship building, reporting on employer data, managing on-campus interviews, and utilizing technology and social media [interviewer name, personal communication, date]. The purpose of this position is to connect [organization] students and alumni with employers by bringing companies in to offer job opportunities with the goal of gainfully employing said students and alumni. The Senior Recruitment Manager for EDR has many responsibilities. According to the [organization] (2019), one of the most important responsibilities is to engage employers to increase their participation in UCS campus programs and services. Another responsibility for this job is to consult with corporate recruiters regarding UCS services and provide recommendations on the best services to fit their recruiting needs ([organization], 2019). The Senior Recruitment Manager for EDR must also formulate strategies to increase student and alumni awareness of UCS services, and provide education, training, and development opportunities for student workers [interviewer name, personal communication, date]. Finally, they are responsible for the planning and implementation of all UCS career fairs and assisting the associate director in employer outreach ([organization], 2019). In terms of organizational context, the EDR Senior Recruitment Manager position is very intricate. UCS falls under the Division of Student Affairs and Enrollment Services, which is made up of about 300 employees; however, the UCS staff only consists of 34 full time employees and student workers. The EDR team lies within the UCS staff and consists of 7 employees. The University Career Services’ mission is to “provide quality services to our constituencies through leadership and quality relationships built on a foundation of integrity” (Organization, 2021). The [organization] (2021) states that the UCS’ vision is to “be the premier career services provider at the [organization].” Ultimately, the purpose of the UCS is to connect current students, recent grads, and alumni subscribers with internship, full time hire, or career change positions. Job Incumbent Information: · Job title: · Senior Recruitment Manager for Employer Development and Relations · Organization: · University Career Services (UCS) · Name of job incumbent and contact information: · Name · Email · Phone number · Tenure in this job: · 4 years · Tenure with the organization: · 14 years · Hours worked per week: · 50 hours per week · Date and time of interview: · [Date] · [Time] References [ Redacted for anonymity] JobDescriptionAssignment_Instructions_PSYC3310_VNg.docx JOB DESCRIPTION ASSIGNMENT 20 POINTS The Job Analysis Project requires that you interview at least 1 friend, family member, or other incumbent who has a job (i.e., a subject matter expert), and you will conduct a job analysis on that individual’s job. You cannot analyze your own job, and you cannot use the same subject matter expert as another student. Interviews can be conducted via phone, email, or video chat. For this initial assignment, you will only be writing a job and organization description. Formatting of this assignment must be in 12-point Times New Roman Font with 1-inch tabs. The entire report must be double-spaced and use appropriate APA style. Complete this assignment in a different documents than this one. Part 1: Background information Job Incumbent Information (5 points): · Job Title: The formal title of the job you are analyzing as given by the employing organization. · Organization: Who does the incumbent(s) work for? · Name(s) of job incumbents/interviewees and contact information (e.g., work phone number or email address) · Tenure in This Job: How long has the incumbent(s) worked in this position? · Tenure with the Organization: How long has the incumbent(s) worked for this company/person? · Hours worked per week: How many hours per week on average does the incumbent(s) work? · Dates and times of interviews and/or observation. **A bulleted list for this section is preferred** Job Description (5 points): Provide 2-3 sentences on the essential functions of the job and 2-3 sentences on the organizational context. For the description of the job, comment on topics such as scope of the job, purpose, and responsibilities. For the description of the organizational context, comment on topics such as the size, mission, vision, and purpose of the organization or any other relevant information you find. You may use online resources to gather information about the organizational context, but please cite your sources using APA. Suggestions 1. Select a job and/or organization you would actually like to learn more about! 2. Pick a subject matter expert with whom you have access to throughout the semester. 3. Select a subject matter expert who has worked long enough in his or her current role to reach a certain level of proficiency (i.e., the more complex the job, the more years it takes to reach proficiency). 4. If you are unfamiliar with APA style, you can use Purdue Owl to familiarize yourself. https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/general_format.html 1 Measurement_PSYC3310_VNg.docx Measurement *Submit on Canvas under ‘Assignments’ Tab within ‘Weekly Assignment’ Group **Answer the questions on a blank page of this document. Keep the requirements in mind (.5 pages, double spaced, 12 point Times New Roman, 1” margins, not including title page or references). Name: Student ID: Instructions . 1. You previously came up with task statements for the role of a college student in the Job Analysis assignment. 2. Select one of the following performance dimensions and create a Behaviorally Anchored Rating Scale (BARS) that could be used to assess the criterion of job performance. You can use the task statements you came up with as the upper-most (best) or lower-most (worst) ends of the scale, but you may want to revise them. An example of a BARS is at the bottom of the document. a. Class participation b. Time management c. Planning/proactivity d. Teamwork e. Organization f. Studying g. Communication with Professors 3. Use this template: PERFORMANCE DIMENSION: PERFORMANCE ANCHOR SCORE BEHAVIORAL ANCHOR EXCEEDS EXPECTATIONS 7 6 MEETS EXPECTATIONS 5 4 3 BELOW EXPECTATIONS 2 1 4. For the dimension of performance you chose above, answer these questions: a. Is the criterion (i.e., performance dimension) relevant to the job for which it is chosen? b. Are work changes likely to alter the need for the criterion? c. Is the criterion acceptable to the employee? d. Does management (i.e., the university or professor) accept the criterion as worthwhile? image1.jpg