O*net Website Analysis the Purpose

O*Net Website Analysis The purpose of an SOC (Standard Occupational Classification) code is to classify workers into occupational categories. The system is used by Federal statistical agencies to collect data on the various job types represented in the country. For this purpose, workers are classified into 840 detailed occupations. In a job description, the SOC usually therefore occurs at, or close to, the definition of their work in terms of the major duties required (Bureau of Labor Statistics, 2010).

The brief description indicates the main functions of human resource management, such as planning, directing, and coordinating activities related to the position, as well as maintaining functions such as employee compensation, recruitment, and other personnel related documents and policies. The description therefore focuses only on the duties performed by human resource managers, without information such as compensation or qualifications required. Compensation information is important, because new applicants need to be willing to work for the compensation offered if they are to be recruited and employed.

Qualifications, in turn, are important in terms of the employer's viewpoint, as applicants need to be suitably qualified in order to be able to do the work. In hiring for the position of human resources manager, I would prefer to use the "snapshot" section. The "detail" section contains a large amount of unnecessary information, such as not only what is required to perform well in the position, but also the less important and even unnecessary skills and traits, such as stamina and core strength.

The "snapshot" section focuses on the personality traits, skills, and education that are necessary to fill the position. If new recruits are presented only with this information, it is much easier to decide whether they are indeed suitable for the job. Including information of unnecessary skills would simply confuse the issue and make the hiring process more involved and potentially time intensive. It is assumed that a suitable person must be acquired as soon as possible.

Hence, to save both time, money and effort, I think the "snapshot" information is sufficient. It contains all the information necessary to hire a suitable person for the job. Later, if some doubt exists about the choice between two similarly suitable candidates, the "detail" list can be used to differentiate the one that would be most suitable for the job. Generally, job descriptions would include only the requirements necessary for the job.

The tasks are the most important part of any job description, and is usually found at the beginning of such a document. Specific tasks to Human Resource Managers include serving as a link between management and employees, analyzing and modifying compensation and benefits policies, advise managers on organizational policy matters, perform staffing duties, conduct new employee orientation, identify vacancies and recruit new staff, direct work activities, personnel, and training, represent the organization at hearings and investigations, and administer compensation. This information is important from both the employee and employer perspectives.

For the employee, being aware of the specific duties required helps to improve job performance. It also saves time, as fewer questions or clarifications are necessary. For the employer, being aware of these requirements will clarify what exactly can be expected.