HRM Assignment: Analyzing Job Specs with O*NET Framework

This assignment focuses on Human Resource Management principles, particularly the use of O*NET (Occupational Information Network) as a tool for understanding job opportunities and requirements. It discusses the evolution of O*NET from the Dictionary of Occupational Titles (DOT) and its role in providing a free online database for employers and job seekers. The assignment includes an analysis of a specific job, Advertising and Promotions Manager, using O*NET data, and a self-assessment of the author's Knowledge, Skills, Abilities, and Other characteristics (KSAOs) against the job's requirements. Furthermore, it outlines SMART goals aimed at improving the author's qualifications for the desired position, emphasizing specific, measurable, achievable, realistic, and time-bound objectives. The assignment concludes with references to relevant academic sources.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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O*NET:
O*NET or the Occupational Information Network is a system which provides online
database without any cost to the employers, businesses and job seekers for understanding
opportunities in today’s world in United States. It was set up in 1990s through a sponsorship
of USDOL/ETA (US Department of Labor/Employment and Training Administration). The
Dictionary of Occupational Titles (DOT) started in 1930s, constructed a link between the
demand and supply side of employment. DOT developed an understanding about the current
situation of the jobs that today’s economic structure is qualitative contrasting to the jobs in
old economy. The characteristics of DOT became obsolete, which gave birth to the free
online database O*NET which was designed to present a general overview of the job
specifications required for an occupation. O*NET helps the job seekers for developing a job
descriptions with ease (Breaugh, 2017). The O*NET offers the provision of understanding
the criteria and qualification required for a job and classifies the available job profiles based
on the specifications of a job seekers. O*NET is also designed to communicate the level of
improvement or training required for a high category job role (Noe, 2017). O*NET promotes
the training and recruitment goals and helps in constructing competitive compensation
structure.
Job Specification of a dream Job:
https://www.onetonline.org/link/summary/11-2011.00
The URL mentioned above have the job specification/ job summary for the position of
Advertising and Promotions Manager.
Job Match:

2HUMAN RESOURCE MANAGEMENT
REQUIREMENTS MY QUALIFICATION
KNOWLEDGE Sales and marketing,
English language
proficiency, media
abilities, customer service
I have 6 months
experience in sales and
marketing. I used to
communicate with the
business clients. I have to
develop knowledge for
media abilities.
SKILLS Active Listening skills,
Social Perceptiveness,
critical thinking and
decision-making skills
I possess listening skills
and social perceptiveness.
I have to work upon the
decision-making skills.
ABILITY Speech comprehension,
written comprehension
I possess both the
qualities.
OTHER ACTIVITIES Prioritizing work,
computer skills
I have the ability of
prioritizing work as I have
been doing it from my
master degree classes and
computer skills.
SMART Goals (Bjerke & Renger, 2017):
S-Specific The development of media skills for the
selection in Advertising and Promotion
Manager profile.
M-Measurable Developing the quality of decision-making

3HUMAN RESOURCE MANAGEMENT
and media skills will lead to selection in the
next month.
A-Achievable Improving my current skills up to 30% to
reach the goal.
R-Realistic Enrolling in an online class for the
knowledge and skill development.
T-Time bound The training will require a month after
which I can appear for the selection process.
References:

4HUMAN RESOURCE MANAGEMENT
Bjerke, M. B., & Renger, R. (2017). Being smart about writing SMART objectives.
Evaluation and program planning, 61, 125-127.
Breaugh, J. A. (2017). The contribution of job analysis to recruitment. The Wiley Blackwell
handbook of the psychology of recruitment, selection and employee retention, 12-28.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.