Human Resource Service Representative (Formal)IHr RepresentativeJob Skill RequirementsSpecified Duration of Work (If Any)...Duration-Compensation Type, Rate, and Annualized Result...Compensation- - - Estimated hours a skill will be applied during the task. Could be simply the task hours or specific to the skill...ExperienceLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...1st YearLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...StandardsSkills Required for the task...SkillsPoints are in Thousands...(in Thousands)Estimated hours a skill will be applied during the task. Could be simply the task hours or specific to the skill...CredentialLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...LevelFocus is the proportion (based on intensity and frequency) a skills is applied relative to the other skills...HoursThis interpretation of Skill Points is based on the skill, hours, level and focus attributes (among other proprietary factors)...PointsUsage is the predicted application rate of the skill throughout the task relative to the number of hours...UsageThis interpretation of Skill Points is based on the skill, and the applied usage attributes (among other proprietary factors)..PointsFormal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. ...Human Resource ManagementBL2Level Tier I - 2 2 I 456Hourly/ 0.25H0.2522'Practice of following established rules, guidelines, and procedures within an organization. ...Policy AdherenceBL2Level Tier I - 2 2 I 456Weekly/ 8W816Process of identifying, assessing and addressing any financial, legal, strategic and security threats to an organization. ...Risk ManagementBL2Level Tier I - 2 2 I 456Weekly/ 8W816'Process for responding to an incoming service requests, such as logging the request, adopting an initial response, etc. ...Service Incident ResponseBL2Level Tier I - 2 2 I 456Weekly/ 6W610Process of managing and overseeing an organization's employee benefits program. ...Employment Benefits AdministrationBL2Level Tier I - 2 2 I 456Daily/ 1D17'Managing and monitoring the compensation that employees get for the service performed. ...Payroll ManagementBL2Level Tier I - 2 2 I 456Daily/ 1D17Describes the goal that organizations aspire to achieve in their efforts to ensure that they are aware of and take steps to comply with relevant laws, policies, and regulations. ...Regulatory ComplianceGP0.5Level Tier I - 2 2 I 159Weekly/ 6W610Abstract separation of a whole into its constituent parts in order to study the parts and their relations. analysis. abstract thought, logical thinking, reasoning. ...Analytical ThinkingBL2Level Tier I - 2 2 I 456Daily/ 2D222Methods and processes involved in facilitating the peaceful ending of conflict and retribution. ...Conflict ResolutionBL2Level Tier I - 2 2 I 456Daily/ 2D222 Assistance and advice provided by a company to those people who buy or use its products or services. ...Customer ServiceBL2Level Tier I - 2 2 I 456Daily/ 2D222Solving problems from a non-sequential information-processing mode. ...Intuitive Problem SolvingBL2Level Tier I - 2 2 I 456Daily/ 1D17Ability to judge, make a decision, or form an opinion objectively, authoritatively, and wisely, especially in matters affecting action ...Judgment and Decision MakingBL2Level Tier I - 2 2 I 456Daily/ 1D17''Interactions between departments, team, and / or group from within a company, usually suggesting working together from different disciplines or parts of the company. ...Internal CollaborationGP0.5Level Tier I - 2 2 I 159Weekly/ 6W610Discussion aimed at reaching an agreement. ...NegotiationGP0.5Level Tier I - 2 2 I 159Weekly/ 6W610Action or fact of persuading someone or of being persuaded to do or believe something. ...PersuasionGP0.5Level Tier I - 2 2 I 159Weekly/ 6W610Process of shaping, monitoring, and influencing how a brand or individual is perceived by the public. ...Reputation ManagementGP0.5Level Tier I - 2 2 I 159Weekly/ 6W610Systematic investigation into and study of materials and sources in order to establish facts and reach new conclusions. ...Research InformationGP0.5Level Tier I - 2 2 I 159Weekly/ 6W610...Total Skill Points:5970217Objective is the primary goal of the task...Description- Link is a way to share an internal link to the task (if there is one)...Job LinkSkills Label™ Patent 11587190 skillslabel.com
  

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Create an account and login to use the Job Template to create a Job Label

A Job Label is a complete ROI for a standard job listing lasting a year or less. Job Labels standardize what skills are required for both prior experience and first year application.

A template establishes baseline job requirements. A job posting and the company listing the job should have different requirements, so on a Job Label the referenced skills and their definitions change. Skills might get added or removed.

Use Job Labels to attract professionals. A clear advantage with Job Labels are they allow evaluations to consider not only a credential (degree or certificate), but whether workers are able to apply the necessary skills neeeded for the job.

Use the Learning Labels Search to find a Job Template. Then create a Job Label in seconds...

Use Skills Based Approach to prepare to learn, get, and verify the skills in 6 months to 2 years...