a.

Describe FIVE types of information that needs to be collected by John in order for
him to develop job analysis for the new posts.

Before starting to conduct a job analysis process, it is very necessary for John to decide what
type of information is to be collected and why. The purpose of this process is to create a right
job-person fit, establishing effective hiring practices, analyzing training needs, evaluating a job,
analyzing the performance of an employee and so on. Each of these objectives requires different
type of information.

Therefore the types of information that John needs to collect are as follows:

1. Work activities It contains information about various job activities included in a

specific job. It is a detailed account of actions which an employee needs to perform
during his tenure. The following information needs to be collected:
Duties of an employee
What actually an employee does
Tools and equipment to be used
Additional tasks involved in a job
Desired output level
Type of training required

2. Human behaviors - Information about human behaviors the job requires, like sensing,
communicating.
Personal ability including aptitude, reasoning, manipulative abilities, handling
sudden and unexpected situations, problem-solving ability, mathematical abilities
and so on.

3. Performance standards. - Information about the job's performance standards (in terms of
quantity or quality levels for each job duty, for instance).
Knowledge or basic information required to perform a job successfully
4. Job context It refers to the situation under which an employee performs a particular job.
The information collection will include:

Working conditions
Risks involved
Whom to report to
Who will report to him
Physical and mental demands
Judgment

5. Human requirements This includes basic but specific requirements which make a
candidate eligible for a particular job.
Specific skills such as communication skills, IT skills, operational skills, motor
skills and so on.
Educational qualifications including certification or license, diploma or degree.
Personal characteristics such as ability to adapt to different environment,
endurance, willingness, work ethics, eagerness to learn more, behaviour towards
colleagues, subordinates and seniors and so on.
 b. Explain THREE techniques that can be used by John to collect information for job
analysis.

There are many ways to collect job information. The basic rule is to use those that best fit Johns
purpose.

Observation

John can observe an employee and records all his performed and non-performed task, fulfilled
and un-fulfilled responsibilities and duties, methods, ways and skills used by him or her to
perform various duties and his or her mental or emotional ability to handle challenges and risks.
However, it seems one of the easiest methods to analyze a specific job.

This particular method includes three techniques: direct observation, Work Methods Analysis
and Critical Incident Technique. The first method includes direct observation and recording of
behaviour of an employee in different situations. The second involves the study of time and
motion and is specially used for assembly-line or factory workers. The third one is about
identifying the work behaviours that result in performance.

Interview

In this method, an employee is interviewed so that he or she comes up with their own working
styles, problems faced by them, use of particular skills and techniques while performing their job
and insecurities and fears about their careers.

This method helps interviewer know what exactly an employee thinks about his or her own job
and responsibilities involved in it. It involves analysis of job by employee himself. In order to
generate honest and true feedback or collect genuine data, questions asked during the interview
should be carefully decided. And to avoid errors, it is always good to interview more than one
individual to get a pool of responses. Then it can be generalized and used for the whole group.
Questionnaire Method:

Another commonly used job analysis method is getting the questionnaires filled from employees,
their superiors and managers. A great care should be takes while framing questions for different
grades of employees.

In order to get the true job-related info, John should effectively communicate it to the staff that
data collected will be used for their own good. It is very important to ensure them that it wont be
used against them in anyway.
 c. Referring to the duties listed above, make a list of competencies required for each
job.

Competencies are observable and measurable human characteristics that make performance
possible. To determine what a job's required competencies are, ask, "In order to perform this job
competently, what should the employee be able to do?'' Competencies are typically skills.

Competencies for the job of senior HR consultant might include the following:

Credible activist

HR professionals in high-performing firms function as credible activists. They do what they say
that they will do. Such results-based integrity serves as the foundation of personal trust that, in
turn, translates into professional credibility. They have effective interpersonal skills. They are
flexible in developing positive chemistry with key stakeholders. They translate this positive
chemistry into influence that contributes to business results. They take strong positions about
business issues that are grounded in sound data and thoughtful opinions.

Strategic positioner

High-performing HR professionals understand the global business context the social, political,
economic, environmental, technological, and demographic trends that bear on their business
and translate these trends into business implications. They understand the structure and logic of
their own industries and the underlying competitive dynamics of the markets they serve,
including customer, competitor, and supplier trends. They then apply this knowledge in
developing a personal vision for the future of their own company. They participate in developing
customer-focused business strategies and in translating the business strategy into annual business
plans and goals.

Capability builder

At the organisational level, an effective HR professional creates, audits, and orchestrates an

effective and strong organisation by helping define and build its organisational capabilities.
Capability represents what the organisation is good at and known for. These capabilities outlast
the behavior or performance of any individual manager or system. Such capabilities might
include innovation, speed, customer focus, efficiency, and the creation of meaning and purpose
at work. HR professionals can help line managers create meaning so that the capability of the
organisation reflects the deeper values of the employees.

Change champion

Effective HR professionals develop their organisations capacity for change and then translate
that capacity into effective change processes and structures. They ensure a seamless integration
of change processes that builds sustainable competitive advantage. They build the case for
change based on market and business reality, and they overcome resistance to change by
engaging key stakeholders in key decisions and building their commitment to full
implementation. They sustain change by ensuring the availability of necessary resources
including time, people, capital, and information, and by capturing the lessons of both success and
failure.

Competencies for the job of junior HR analyst might include the following:

Communication skills

Junior HR analyst needs effective communication skills, including the ability to listen well. Not
only because international junior analyst have to overcome language barriers, but also because
they have to be able to express themselves to multiple audiences. On top of that, most of the HR
professionals employed by the divisions offices are required to speak other languages. But its
not just the language, its an ability to communicate and understand cultural differences and the
communications nuances [that come] with those. Furthermore, good international HR
professionals must have a comprehensive understanding of the international business
environment.

Innovator and integrator

At an organisational level, a major competency of effective junior analyst is their ability to

innovate and integrate HR practices around a few critical business issues. The challenge is to
make the HR whole more effective than the sum of its parts. High-performing HR professionals
ensure that desired business results are clearly and precisely prioritised, that the necessary
organisation capabilities are powerfully conceptualised and operationalised, and that the
appropriate HR practices, processes, structures, and procedures are aligned to create and sustain
the identified organisational capabilities.

Technology proponent

At the organisation level, high-performing junior HR analyst are now involved in two additional
categories of technological application. First, they are applying social networking technology to
help people stay connected with each other. They help guide the connectedness of people within
the firm and the connectedness between people outside firms (especially customers) with
employees inside the firm. Second, in the high-performing firms, they are increasing their role in
the management of information. This includes identifying the information that should receive
focus, bundling that information into useable knowledge, leveraging that knowledge into key
decisions, and then ensuring that these decision are clearly communicated and acted upon. This
updates the operational efficiency competency and will add substantive value to their
organizations
Position summary
Are you interested in working in a dynamic environment that offers opportunities for
professional growth and new responsibilities? Are you interested in helping clients drive
alignment with their business, improve organizational and human resource performance and
establish a culture focused on adding business value? That is what the new generation of
human resource transformation is all about. If you are seeking a role that offers you the
opportunity to advise Federal clients through critical and complex issues, while allowing you
to develop personally and professionally, consider a career in Deloittes HR Transformation
practice (HRT).

Work youll do

As a Senior Consultant within our HRT team you will:

Perform project tasks independently, and may direct the efforts of others
Participate in and/or lead the development of deliverable content that meets the
needs of the client and contract
Anticipate client needs and formulate solutions to client issues
Review deliverables for accuracy and quality
Provides coaching to junior staff
Contributes to new business proposals and proposal development
Manages own personal and professional development; seeks opportunities for
professional growth and expansion of consulting skills and experiences

The Team

Transparency, innovation, collaboration, sustainability: these are the hallmark issues

shaping Federal government initiatives today. Deloittes Federal practice is passionate about
making an impact with lasting change. Carrying out missions in the Federal practice
requires fresh thinking and a creative approach. We collaborate with teams from across our
organization in order to bring the full breadth of Deloitte, its commercial and public sector
expertise, to best support our clients. Our aspiration is to be the premier integrated
solutions provider in helping to transform the Federal marketplace.

The HRT service line helps our clients take that broader view of what it means to transform
HR and become a High Impact HR organization. This encompasses not only improving HR
processes and organizational structure, but also looking strategically at how HR can better
support business needs and create value for the organization.
Qualifications

Required:

Bachelor's Degree in Business, Economics, Mathematics, Psychology (I/O

Psychology, Sociology, Information Technology, or Hard Sciences with a focus on
research and analysis
3+ years of relevant consulting or industry experience
Experience working independently with minimal supervision and guidance
Strong problem solving and troubleshooting skills with experience exercising mature
judgment
Proven experience effectively prioritizing workload to meet deadlines and work
objectives
Demonstrated ability to write clearly, succinctly, and in a manner that appeals to a
wide audience
Proficiency in word processing, spreadsheet, and presentation creation tools, as well
as Internet research tools
Statistical analysis experience (use of statistical software such as SPSS, SAS, Stata,
MATLAB, R)
Must be able to obtain and maintain required clearance for this role

Preferred:

Familiarity with information technology solutions including server-hosted and desktop

applications- prefer SQL, C++ or Visual Basic skills
Experience in developing reports using any major BI Package (MicroStrategy,
Business Objects, Cognos, Oracle BIEE or similar

How youll grow

At Deloitte, our professional development plan focuses on helping people at every level of
their career to identify and use their strengths to do their best work every day. From entry-
level employees to senior leaders, we believe theres always room to learn. We offer
opportunities to help sharpen skills in addition to hands-on experience in the global, fast-
changing business world. From on-the-job learning experiences to formal development
programs at Deloitte University, our professionals have a variety of opportunities to
continue to grow throughout their career. Explore Deloitte University, The Leadership
Center.

Benefits

At Deloitte, we know that great people make a great organization. We value our people and
offer employees a broad range of benefits. Learn more about what working at Deloitte can
mean for you.
Deloittes culture

Our positive and supportive culture encourages our people to do their best work every day.
We celebrate individuals by recognizing their uniqueness and offering them the flexibility to
make daily choices that can help them to be healthy, centered, confident, and aware. We
offer well-being programs and are continuously looking for new ways to maintain a culture
where our people excel and lead healthy, happy lives. Learn more about Life at Deloitte.

Corporate citizenship

Deloitte is led by a purpose: to make an impact that matters. This purpose defines who we
are and extends to relationships with our clients, our people and our communities. We
believe that business has the power to inspire and transform. We focus on education,
giving, skill-based volunteerism, and leadership to help drive positive social impact in our
communities. Learn more about Deloittes impact on the world.

Recruiter tips

We want job seekers exploring opportunities at Deloitte to feel prepared and confident. To
help you with your interview, we suggest that you do your research: know some
background about the organization and the business area youre applying to. Check out
recruiting tips from Deloitte professionals.

As used in this posting, Deloitte means Deloitte Consulting LLP, a

subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a
detailed description of the legal structure of Deloitte LLP and its
subsidiaries. Certain services may not be available to attest clients under
the rules and regulations of public accounting.
All qualified applicants will receive consideration for employment without
regard to race, color, religion, sex, sexual orientation, gender identity,
national origin, age, disability or protected veteran status, or any other
legally protected basis, in accordance with applicable law.

Requisition code: E18ROSCSRCRG30005-HC

What's next for HR? The six competencies HR needs for today's
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