1. Compare and contrast two methods for collecting job analysis data, and then outline the pros and cons of each method. Provide specific examples to support your rationale. Evaluate the degree to which the competency model presented in Chapter 3 of the textbook relates to either your current organization or a future organization for which you would like to work. Determine two competencies of the model that you can apply to the organization.

Below is the competency model from the textbook for Question 1.

Tier 1: Personal effectiveness competencies: They are located at the base of the pyramid and influence the other competencies. These competencies include interpersonal skills, initiative, dependability, and willingness to learn. These represent generic types of traits and motivation that can be applied to many different industries.

Tier 2: Academic competencies: These are located one level above the personal effectiveness competencies and represent critical skills learned from an academic setting. Competencies such as mathematics, reading, writing, and communication apply to many industries.

Tier 3: Workplace competencies: These competencies are specific to many industries and include planning and organizing, problem solving, computer proficiency, adaptability, and customer focus.

Tier 4: Industry-wide technical competencies: These competencies are generally needed within an industry such as supply chain management, operations, health, and safety.

Tier 5: Industry-sector technical competencies. These competencies must be identified by the industry that is assessing the competencies such as the food manufacturing industry.

Tier 6: Occupation-specific knowledge areas: These areas are identified in O*NET and include food production, chemistry, sales and marketing, and accounting. O*NET has a large list of these areas. They are customized according to the specific area of the occupation.

Tier 7: Occupation-specific technical requirements: Building on level 6, there are technical areas that must be identified by the specific occupation.

Tier 8: Occupation-specific requirements: This is the top level of the pyramid and includes certification, licensure, and educational degrees required to obtain certain competencies.

Tier 9: Management competencies: These are specific to supervisors and include delegating, networking, motivating and inspiring, and strategic planning (Building Blocks Model, 2010).

2. Analyze at least two reasons why job analysis is often described as “the foundation of human resources management.” Provide specific examples to support your rationale. Analyze two strategies to expand services to include long-term care in the organization you have chosen, and then outline a brief workflow analysis for the services in that organization.