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Assignment 2.docx HRM 5060 HR Challenge: Job Analysis and Competency Modeling for a Ph

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Assignment 2.docx HRM 5060 HR Challenge: Job Analysis and Competency Modeling for a Pharmacist Capella University HRM 5060: Sourcing Managing Talent Workplace Overview: A comprehensive job analysis looks at all o ...

Assignment 2.docx HRM 5060 HR Challenge: Job Analysis and Competency Modeling for a Pharmacist Capella University HRM 5060: Sourcing Managing Talent Workplace Overview: A comprehensive job analysis looks at all of the following components to arrive at an accurate recommendation: review of current employee job responsibilities, conducting research and viewing sample job descriptions online or offline highlighting similar jobs, analyzing work duties and responsibilities that the employee filling the position needs to accomplish and articulate the most important outcomes or contributions needed from the position (Heathfield, 2020). Part of this process is identifying the essential competencies required for the specific job that will be performed to meet the organizational goals and acquire the skills needed for organizations to gain a competitive advantage. The process referenced above is called competency modeling which is a collection of competencies that together define successful performance in a work setting (). Competency models are the foundation for important human resource functions such as recruitment and hiring, training and development, and performance management. The O*Net is an online job classification system that is a valuable resource in creating a job analysis. This paper will use this system and discuss the method most effective to create a job analysis for a Pharmacist role. Competency Model for a Pharmacist Role A Pharmacist is an integral part of a healthcare sys. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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