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HR Tool Presentation NATCON 2008

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HR Tool Presentation NATCON 2008

  1. 1. Using the Essential Skills Workplace Instrument: Conduct an Inventory
  2. 2. Job Skills <ul><li>Most employers distinguish Essential Skills from the technical or vocational skills required to perform job tasks. </li></ul>
  3. 3. Identify Essential Skills Criteria <ul><li>Many employers find it difficult to identify the specific criteria for Essential Skills and incorporate these into a position description or job assessment </li></ul>
  4. 4. The Essential Skills Workplace Instrument <ul><li>The electronic Essential Skills Workplace Instrument helps develop customized Essential Skills descriptors for specific jobs and workplaces for the 4 Essential Skills of Oral Communication, Thinking, Working with Others, Continuous Learning </li></ul>
  5. 5. Uses of the Essential Skills Workplace Instrument <ul><li>Develop comprehensive job descriptions </li></ul><ul><li>Develop performance evaluation criteria </li></ul><ul><li>Develop interview questions for new hires </li></ul><ul><li>Identifying gap training, mentoring, coaching needs for employees </li></ul>
  6. 6. Research and Development <ul><li>The Essential Skills electronic tool is based on extensive research conducted by the Centre for Education and Work with small and medium sized businesses across Canada. </li></ul>
  7. 7. Using the Essential Skills Workplace Instrument <ul><li>The electronic Essential Skills Workplace Instrument is very easy to use. </li></ul><ul><li>The instrument is organized by: </li></ul><ul><ul><li>Essential Skill </li></ul></ul><ul><ul><li>Skill Indicator </li></ul></ul><ul><ul><li>Performance Expectation </li></ul></ul>
  8. 8. Step 1: Enter the Site <ul><li>Insert the CD into your computer </li></ul><ul><li>You must be online </li></ul><ul><li>Click on the link to enter the site </li></ul><ul><li>The Essential Skills Workplace Instrument will open up to the first Essential Skill </li></ul>
  9. 9. Open up the Essential Skills Assessment Instrument to the First Essential Skill
  10. 10. Step 2: Identify the Position <ul><li>Identify the position within the organization for which an Essential Skills inventory is required. </li></ul><ul><li>Type in the Title of the position </li></ul><ul><ul><li>Example: Retail Sales Associate </li></ul></ul>
  11. 11. Type in the Job Title: Retail Sales Associate
  12. 12. Step 3: Review Each Sub-skill <ul><li>Review each of the Essential Skills sub-skills </li></ul><ul><li>Select the sub-skills that apply to the position you are assessing </li></ul><ul><li>Skip over the sub-skills that are not relevant to the position </li></ul>
  13. 13. Review each of the sub-skills for the Essential Skill identified Review each of the sub-skills for the Essential Skill identified Review and select the sub-skills for each Essential Skill.
  14. 14. Step 4: Identify the Performance Expectations <ul><li>Performance expectations for each sub-skill are provided in three levels of competence. </li></ul><ul><li>Select the appropriate level of competency to fit the position. </li></ul><ul><li>At the end of the list of sub-skills, Click “Next” to move to the next Essential Skill. </li></ul>
  15. 15. Each Essential Skills sub-skill has 3 competence descriptors
  16. 16. Select the competence descriptor that best describes the requirement for the job
  17. 17. Select the appropriate descriptor for each sub-skill until the end of each section Select the appropriate descriptor for each sub-skill until the end of each section
  18. 18. If there is a sub-skill that is not applicable to the job position, simply skip and move to the next sub-skill
  19. 19. Click the “Next” button to repeat this process for each Essential Skill
  20. 20. Calculate Results <ul><li>At the end of the selection of competencies, the electronic instrument will produce a compilation of the Skills Indicators, Sub-Skills and performance expectations required for the Essential Skills of Oral Communication, Continuous Learning, Working with Others and Thinking Skills for each job position under assessment.  </li></ul>
  21. 21. Step 5: Create Job Posting <ul><li>Click the “Create Job Posting” button for a summarized list of Essential Skills, sub-skills and performance expectations for the job you have selected </li></ul>
  22. 22. Click the “Create Job Posting” to present the compiled list of Essential Skills, sub-skills and performance expectations required for the position
  23. 23. SAMPLE REPORT
  24. 24. Step 6: Save the Position Description <ul><li>You will be prompted to Save the Essential Skills position description </li></ul><ul><li>Saving the description will allow you to add technical or vocational skills details to the Essential Skills </li></ul>
  25. 25. Completing the Job Description <ul><li>Add the technical or vocational skills for this position by using your own existing position description or by using the Government of Canada’s NOC Codes </li></ul><ul><li>Copy and paste information from the NOC website at: http://www23. hrdc - drhc . gc .ca/2001/e/groups/index. shtml </li></ul>
  26. 26. Click on ‘Search 2006’
  27. 27. Select “Example Titles” Type in “Retail Sales Associate”
  28. 28. Click on NOC Code 6421
  29. 29. Job Description
  30. 30. Other Titles for Retail Sales Associate
  31. 31. Main Duties of a Retail Sales Associate
  32. 32. <ul><li>Step 7: Add the NOC Code information to the Job Description </li></ul>
  33. 33. Copy the Duties from NOC Codes to the report created by the tool (or add your own existing job description)
  34. 34. Paste the information from NOC Codes into to the report created by the tool
  35. 35. <ul><li>You have created a comprehensive job description with both technical/vocational skills and Essential Skills specific to the job </li></ul>
  36. 36. SAMPLE REPORT
  37. 37. SAMPLE REPORT
  38. 38. <ul><li>Review & edit the final job description! </li></ul>
  39. 39. SAMPLE REPORT
  40. 40. Uses <ul><li>Use the final product for recruitment, hiring criteria, evaluation of job performance, promotion criteria </li></ul>
  41. 41. Centre for Education and Work (CEW)

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