HRM FPX 5060 Assessment 2 Job Analysis and Competency Model

Overview:

 A thorough job analysis encompasses various components to formulate an accurate recommendation. This includes reviewing current employee job responsibilities, researching and examining sample job descriptions online or offline for similar roles, analyzing the duties and responsibilities essential for the position, and articulating the crucial outcomes or contributions required (Heathfield, 2020). This process, known as competency modeling, involves identifying the essential competencies for specific jobs to meet organizational goals and gain a competitive advantage. Competency models serve as the foundation for vital human resource functions such as recruitment, hiring, training, development, and performance management. The ONet, an online job classification system, proves valuable in conducting job analyses. This paper will utilize the ONet system to discuss the most effective method for creating a job analysis for a Pharmacist role.

Competency Model for a Pharmacist Role: 

Pharmacists play a pivotal role in both healthcare systems and retail pharmacy locations. Their responsibilities include filling and labeling prescriptions, providing drug-related information to various stakeholders, supervising pharmacy technical support staff, and advising healthcare practitioners on medication selection, dosage, interactions, and side effects. Success in this role requires competencies such as reading comprehension, active listening, critical thinking, instructional skills, and the ability to monitor and assess performance. The overarching goal for pharmacists is to ensure the accurate dispensing of medications as prescribed by healthcare professionals.

To recruit and retain successful pharmacists, recruitment partners must fully comprehend the role and its required competencies. Competency modeling, as a job analysis method, aids in identifying these necessary skills (Heneman, Judge & Kammeyer-Mueller, 2019). General competencies are established at the organizational or strategic level by management in collaboration with Human Resources, aligning with an organization’s strategic business goals. Competency models offer clear direction on performance expectations when linked to an organization’s desired results. One method employed by HR professionals is the use of the Occupational Information Network (O*NET) to research and gather information about job tasks (Jeanneret & Strong, 2003).