Human Resources Manager (Formal)IIIHuman Resource ManagerJob 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 ManagementGR3Level Tier III - 3 3 III 2225Daily/ 2D2270Guide internal employees and external partners on the set of guidelines, rules, and principles that govern how a company operates and makes decisions, often based on regulatory and ethical compliance. ...Policy TrainingGR3Level Tier III - 3 3 III 2225Weekly/ 8W8173'Process of integrating new hires into a company, covering administrative tasks, role clarification, and cultural acclimation. ...Employee OnboardingGR3Level Tier III - 3 3 III 2225Monthly/ 30M30130Describes 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 ComplianceGP1.5Level Tier III - 3 3 III 1465Weekly/ 8W8173'Practice is a subarea within human resource management, and the main components of it include collective bargaining, application and oversight of collective agreement obligations, and dispute resolution. ...Labor RelationsGP1Level Tier III - 3 3 III 1210Weekly/ 8W8173'Process of building employees' skills, knowledge, and potential through directed learning, mentorship, and growth opportunities. ...Talent DevelopmentGP1Level Tier III - 3 3 III 1210Weekly/ 8W8173'Documentation that describes how a product or service works. ...Technical DocumentationGP1Level Tier III - 3 3 III 1210Weekly/ 8W8173'Process of finding, screening, and hiring qualified candidates for a specific position within an organization ...RecruitmentGP1Level Tier III - 3 3 III 1210Weekly/ 6W697'Process of identifying and acquiring skilled workers to meet your organizational needs. ...Talent AcquisitionGP1Level Tier III - 3 3 III 1210Weekly/ 6W697Objective analysis and evaluation of an issue in order to form a judgment. ...Critical ThinkingGR3Level Tier III - 3 3 III 2225Daily/ 2D2270Solving problems from a non-sequential information-processing mode. ...Intuitive Problem SolvingGR3Level Tier III - 3 3 III 2225Daily/ 1D168Ability to judge, make a decision, or form an opinion objectively, authoritatively, and wisely, especially in matters affecting action ...Judgment and Decision MakingGR3Level Tier III - 3 3 III 2225Daily/ 1D168Ability to understand others behaviour and actions in accordance with the interaction at hand. ...Social PerceptivenessGR3Level Tier III - 3 3 III 2225Daily/ 1D168Methods and processes involved in facilitating the peaceful ending of conflict and retribution. ...Conflict ResolutionGP1Level Tier III - 3 3 III 1210Weekly/ 6W697'Interactions between departments, team, and / or group from within a company, usually suggesting working together from different disciplines or parts of the company. ...Internal CollaborationGP1Level Tier III - 3 3 III 1210Weekly/ 6W697Subject Matter Experts (SMEs) and senior stakeholders requires clear, concise communication specific to each group's needs and perspectives. ...SME CommunicationGP1Level Tier III - 3 3 III 1210Weekly/ 6W697'SAP (Systems, Applications, and Products) is a leading German software company and provider of enterprise resource planning (ERP) software. ...SAPGP1Level Tier III - 3 3 III 1210Monthly/ 40M40230AI platform that elevates plan-to-hire. Workday is the only platform that unites HR and finance. ...WorkdayGP1Level Tier III - 3 3 III 1210Monthly/ 30M30130...Total Skill Points:291402585Objective 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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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.

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