Published on October 13, 2016
1. Workforce Development: Understanding Your Position and Your Knowledge, Skills, and Capabilities Part 1 of a 3-part Series April 9, 2016 Bear, Delaware (USA) Library Program Provider for New Castle County Presenter: Sharon L. Burton, DBA-QSM, MBA-HRM, MBA-Mgmnt, LSSBB, HCS, SWP
2. WELCOME Dr. Sharon L. Burton email@example.com 302-661-1852 2
3. Abstract Understanding your current position and your knowledge, skills, and capabilities is important in today’s work climate. Companies no longer offer the level of education provided years ago. People are hired with the expectation of having a certain set of capabilities. As an employee, consultant, or contractor, you must be aware of your complete capability set. Know whether your skills fit into one field, or multiple fields. This working session walks through how to understand your position, as well as your knowledge, skills, abilities, and capabilities. Also, you will review how to understand position descriptions, and how your particular position description affects you. More, this session will discuss skill development, in particular, how you may enhance your particular skills. Finally, this session reviews how these skills affect advancement. This data can be utilized by employed individuals, and unemployed individuals for personal development. Also, practitioners and academes can use this information as business process improvement data. Keywords: employment, unemployment, personal development, continuing education, business process improvement, learning and development 3
4. Purpose and Audience Purpose: The purpose of this presentation is to walk through how to understand your current (i.e., employed, unemployed, underemployed) position, knowledge, skills, abilities, and capabilities. The Audience: Employed Individuals, Unemployed Individuals, Under employed Individuals, Practitioner, and Academes 4
5. Objectives Objectives: Provide audiences with guidance to: • Understand current knowledge, skills, abilities, and capabilities • Walk through the position description • State some processes of self development 5
6. Learning Outcomes LO’s: Participants should be able to: • Explain their current knowledge, skills, abilities, and capabilities • Walk through and describe a position description • State some aspects of self development 6
7. National Workforce Data Labor Force Statistics from the Current Population Survey (Bureau of Labor Statistics, 2016, Databases, Tables) 7
8. Delaware Workforce Data Mid-Atlantic Information Office - Delaware (Bureau of Labor Statistics, 2016, Databases, Tables) Percentages Number of persons, in thousands, seasonally adjusted 8
9. Job Knowledge Competency Matrix, 2016, Ratings.docx 9
10. Position Description “A position description is a formal document that summarizes the important functions of a specific job, using clear and concise language. The position description should accurately represent actual duties and responsibilities as well as job specifications.” (University of Delaware, n.d., Tips for Writing) 10
11. Position Description Look for the following in a position description: Job Description Location of the position Duration of the work Description of the type of worker sought Job Requirements/Duties Position requirements in order of priority Tools requirements Nice to know information *Review the three position descriptions after this slide to gain a better understanding of position descriptions. 11
12. Position Description 12 Java Developer Careerbuilder, Position Description, 2016
13. Position Description 13 Java Developer Careerbuilder, Position Description, 2016
14. Position Description 14 Java Developer Careerbuilder, Position Description, 2016
15. Position Description 15 Java Developer Careerbuilder, Position Description, 2016
16. Position Description 16 Monster, Position Description, 2016
17. Position Description 17 Monster, Position Description, 2016
18. Position Description 18
19. Position Description 19
20. Position Description 20
21. Skills A skill is the competence that extends from an individual’s knowledge to perform something well. . 21
22. Salient Questions 1. In terms of your position, who are you? 2. What are the key skills for your current position? 3. What skills are you missing for your current role? 4. What skills are you missing, if you do not have a position, for the position you seek? 22
23. Knowledge & Skill Building 23 Through knowledge building, participants: - Enhance their knowledge, skills, and exposure to new opportunities and capability development - Widen opportunities for gainful employment
24. Knowledge & Skill Building Skill building occurs through reading, participating in, or practicing the following: 24
25. Generations Working Together Year Range Generation 1996-2012 Generation Z 1979-1995 Generation Y (Millennials) 1965-1978 Generation X 1945-1964 Baby Boomers X-1944 Matures 25 Adapted from Burton, 2007, Quality Customer Service
26. Emotional Intelligence/Quotient Emotional Intelligence (Quotient) is the aptitude of a person to: identify their emotions, as well as understand other individual’s emotions, distinguish amid diverse feelings and classify such emotions appropriately, use emotional intelligence (quotient) to lead your thought processes and behaviors. 26
27. Emotional Intelligence/Quotient Not just a box to check Inventory of personal skills Key component to your success and longevity 27
28. Emotional Intelligence/Quotient Daniel Goleman provides a great book regarding emotional intelligence. He speaks to the rational and the emotional mindsets. 28
29. Participate in Part 2 (April 16, 2016): Cross-referencing Your Current Skills to Required Skills for Advancement, a working session. Part two (2) will cover how to cross-reference your current skills with skills needed to advance your cause. Additionally, participants will receive guidance to think outside the box for skill development. Be prepared to document information that will support your success. 29
30. References Bureau of Labor Statistics. (2016). Databases, tables & calculators by subject. Retrieved from http://data.bls.gov/timeseries/LNS14000000 Bureau of Labor Statistics. (2016). Mid-Atlantic information office – Delaware. Retrieved from http://www.bls.gov/regions/mid-atlantic/delaware.htm#eag Burton, S. L. (2007). Quality customer service: Rekindling the art of service to customers. USA: Lulu Publications Careerbuilder. (2016). Java developer position developer. Retrieved from http://www.careerbuilder.com/job/J5L3C7775BZJPJ211KN?ipath=JRG1&searchid=529e5661-18e0- 486d-9a15-31783a7087b6&siteid=ns_us_g Monster. (2016). Bank teller responsibilities. Retrieved from http://hiring.monster.com/hr/hr-best- practices/recruiting-hiring-advice/job-descriptions/bank-teller-job-description-sample.aspx Monster. (2016). Call center representatives responsibilities. Retrieved from http://hiring.monster.com/hr/hr- best-practices/recruiting-hiring-advice/job-descriptions/information-specialist-job-description.aspx 30
31. References Monster. (2016). Information specialist responsibilities. Retrieved from http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring- advice/job-descriptions/information-specialist-job-description.aspx Rating.docx. (2016). Competency matrix. Retrieved from https://www.wm.edu/offices/hr/documents/compensation-perf- management/competencymatrixbyrating.pdf University of Delaware. (n.d.). Tips for writing a job description. Retrieved from http://www.udel.edu/hrclass/jobdesc2.html 31
32. Thank You for Joining Me 32 Sharon L. Burton, DBA, MBA, LSSBB, HCS, SWP, Kirkpatrick Four Levels Evaluation Certified Sharon.firstname.lastname@example.org 302-547-80010 www.slburton.com Contact Dr. Sharon L. Burton to design, develop, and facilitate your workforce development seminars, workshops, and courses.
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