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Workforce Development:Understanding Your Position and Your
Knowledge, Skills, and CapabilitiesPart 1 of a 3-part Series
April 9, 2016Bear, Delaware (USA)
Library Program Provider for New Castle CountyPresenter: Sharon L. Burton, DBA-QSM, MBA-HRM, MBA-Mgmnt, LSSBB, HCS, SWP
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AbstractUnderstanding 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
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Purpose and AudiencePurpose: 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
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ObjectivesObjectives: Provide audiences with guidance to:
• Understand current knowledge, skills, abilities, and capabilities•Walk through the position description •State some processes of self development
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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
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National Workforce DataLabor Force Statistics from the Current Population Survey
(Bureau of Labor Statistics, 2016, Databases, Tables)
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Delaware Workforce DataMid-Atlantic Information Office - Delaware
(Bureau of Labor Statistics, 2016, Databases, Tables)
Percentages
Number of persons, in thousands, seasonally adjusted
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Job Knowledge
Competency Matrix, 2016, Ratings.docx
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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)
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Position DescriptionLook 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.
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Position DescriptionJava Developer
Careerbuilder, Position Description, 2016
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Position DescriptionJava Developer
Careerbuilder, Position Description, 2016
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Position DescriptionJava Developer
Careerbuilder, Position Description, 2016
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Position DescriptionJava Developer
Careerbuilder, Position Description, 2016
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Position Description
Monster, Position Description, 2016
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Position Description
Monster, Position Description, 2016
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Position Description
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Position Description
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Position Description
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SkillsA skill is the competence that extends from an individual’s knowledge to perform something well. .
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Salient Questions1. 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?
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Knowledge & Skill BuildingThrough knowledge building, participants:- Enhance their knowledge, skills, and exposure to new opportunities and capability development
- Widen opportunities for gainful employment
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Knowledge & Skill BuildingSkill building occurs through reading, participating in, or practicing the following:
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Generations Working TogetherYear Range Generation
1996-2012 Generation Z
1979-1995 Generation Y(Millennials)
1965-1978 Generation X
1945-1964 Baby Boomers
X-1944 Matures
Adapted from Burton, 2007, Quality Customer Service
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Emotional Intelligence/QuotientEmotional 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.
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Emotional Intelligence/QuotientNot just a box to check Inventory of personal skillsKey component to your success and longevity
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Emotional Intelligence/QuotientDaniel Goleman provides a great book regarding
emotional intelligence. He speaks to the rational and the emotional mindsets.
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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, participantswill receive guidance to think outside the box for skill development. Be prepared to document information that will support your success.
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ReferencesBureau 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
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ReferencesMonster. (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
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Thank You for Joining MeSharon L. Burton, DBA, MBA, LSSBB, HCS, SWP,
Kirkpatrick Four Levels Evaluation [email protected]
302-547-80010www.slburton.com
Contact Dr. Sharon L. Burton to design, develop, and facilitate your workforce development seminars, workshops, and courses.