- Description
- Work Activities
- Abilities
- Interests
- Knowledge
- Wages
- Skills
- Work Values
- Work Styles
- Related Degrees
- Work Context
- Task Ratings
- Education
Job Description: Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons.
Human Resources Assistants, Except Payroll and Timekeeping spend a lot of their time Organizing, Planning, and Prioritizing Work. They are naturally good at Oral Expression, Oral Comprehension, Near Vision, and Written Expression. Human Resources Assistants, Except Payroll and Timekeeping are typically characterized as being Conventional and Enterprising. They are usually very knowledgable about Clerical, Customer and Personal Service, and Personnel and Human Resources and are skilled at Reading Comprehension and Active Listening.
Work Activities
Organizing, Planning, and Prioritizing Work
Establishing and Maintaining Interpersonal Relationships
Communicating with Supervisors, Peers, or Subordinates
Updating and Using Relevant Knowledge
Processing Information
Monitor Processes, Materials, or Surroundings
Performing Administrative Activities
Getting Information
Documenting/Recording Information
Communicating with Persons Outside Organization
Evaluating Information to Determine Compliance with Standards
Assisting and Caring for Others
Identifying Objects, Actions, and Events
Interacting With Computers
Making Decisions and Solving Problems
Scheduling Work and Activities
Coordinating the Work and Activities of Others
Thinking Creatively
Analyzing Data or Information
Resolving Conflicts and Negotiating with Others
Judging the Qualities of Things, Services, or People
Interpreting the Meaning of Information for Others
Performing for or Working Directly with the Public
Developing Objectives and Strategies
Staffing Organizational Units
Handling and Moving Objects
Coaching and Developing Others
Training and Teaching Others
Developing and Building Teams
Performing General Physical Activities
Provide Consultation and Advice to Others
Guiding, Directing, and Motivating Subordinates
Estimating the Quantifiable Characteristics of Products, Events, or Information
Selling or Influencing Others
Inspecting Equipment, Structures, or Material
Monitoring and Controlling Resources
Controlling Machines and Processes
Drafting, Laying Out, and Specifying Technical Devices, Parts, and Equipment
Abilities
Oral Expression
Oral Comprehension
Near Vision
Written Expression
Written Comprehension
Problem Sensitivity
Speech Clarity
Category Flexibility
Information Ordering
Speech Recognition
Inductive Reasoning
Deductive Reasoning
Selective Attention
Far Vision
Time Sharing
Originality
Fluency of Ideas
Flexibility of Closure
Memorization
Visualization
Perceptual Speed
Number Facility
Mathematical Reasoning
Speed of Closure
Visual Color Discrimination
Finger Dexterity
Auditory Attention
Hearing Sensitivity
Interests
Conventional
Enterprising
Social
Investigative
Realistic
Artistic
Knowledge
Clerical
Customer and Personal Service
Personnel and Human Resources
English Language
Computers and Electronics
Administration and Management
Education and Training
Law and Government
Mathematics
Communications and Media
Economics and Accounting
Psychology
Public Safety and Security
Sociology and Anthropology
Philosophy and Theology
Therapy and Counseling
Sales and Marketing
Telecommunications
Foreign Language
Production and Processing
Geography
Medicine and Dentistry
Transportation
Wages
District of Columbia
$47,600
Massachusetts
$43,880
Connecticut
$43,660
California
$42,130
Maryland
$41,330
Wyoming
$39,450
Colorado
$39,240
Washington
$38,940
Virginia
$38,690
New Jersey
$38,580
Alaska
$38,420
New York
$38,080
Illinois
$37,760
Michigan
$37,630
Missouri
$37,580
Pennsylvania
$37,160
Minnesota
$37,150
Hawaii
$36,760
Arizona
$36,470
New Hampshire
$36,280
Kentucky
$36,040
Idaho
$35,990
Oregon
$35,940
Vermont
$35,910
Wisconsin
$35,870
Ohio
$35,840
Iowa
$35,720
Delaware
$35,690
Nevada
$35,610
Georgia
$35,350
West Virginia
$35,130
New Mexico
$34,920
Texas
$34,770
Tennessee
$34,500
North Carolina
$34,380
Indiana
$34,310
Rhode Island
$34,220
Maine
$34,180
Utah
$33,920
South Carolina
$33,730
Kansas
$33,720
Louisiana
$33,400
Alabama
$33,260
Nebraska
$33,090
Mississippi
$32,970
Florida
$32,920
Virgin Islands
$32,890
North Dakota
$32,840
Montana
$31,950
Oklahoma
$31,740
Arkansas
$30,490
South Dakota
$27,980
Guam
$25,060
Puerto Rico
$22,730
Skills
Reading Comprehension
Active Listening
Critical Thinking
Speaking
Writing
Monitoring
Social Perceptiveness
Service Orientation
Active Learning
Judgment and Decision Making
Time Management
Coordination
Persuasion
Complex Problem Solving
Instructing
Learning Strategies
Management of Personnel Resources
Systems Analysis
Negotiation
Systems Evaluation
Mathematics
Operations Analysis
Operation Monitoring
Programming
Technology Design
Work Values
Relationships
Support
Working Conditions
Independence
Achievement
Recognition
Work Styles
Integrity
Dependability
Attention to Detail
Cooperation
Initiative
Stress Tolerance
Concern for Others
Independence
Self Control
Adaptability/Flexibility
Achievement/Effort
Social Orientation
Persistence
Analytical Thinking
Leadership
Innovation
Related University Degree Programs
Work Context
Telephone
Electronic Mail
Face-to-Face Discussions
Contact With Others
Indoors, Environmentally Controlled
Importance of Repeating Same Tasks
Work With Work Group or Team
Spend Time Sitting
Structured versus Unstructured Work
Time Pressure
Letters and Memos
Importance of Being Exact or Accurate
Freedom to Make Decisions
Spend Time Making Repetitive Motions
Coordinate or Lead Others
Frequency of Decision Making
Deal With Unpleasant or Angry People
Frequency of Conflict Situations
Impact of Decisions on Co-workers or Company Results
Deal With External Customers
Physical Proximity
Sounds, Noise Levels Are Distracting or Uncomfortable
Consequence of Error
Degree of Automation
Responsibility for Outcomes and Results
Responsible for Others' Health and Safety
Level of Competition
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Spend Time Standing
Public Speaking
Duration of Typical Work Week
Spend Time Walking and Running
Exposed to Contaminants
Indoors, Not Environmentally Controlled
Cramped Work Space, Awkward Positions
Spend Time Bending or Twisting the Body
Spend Time Kneeling, Crouching, Stooping, or Crawling
Deal With Physically Aggressive People
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
Exposed to Disease or Infections
Extremely Bright or Inadequate Lighting
In an Enclosed Vehicle or Equipment
Exposed to Minor Burns, Cuts, Bites, or Stings
Outdoors, Exposed to Weather
Outdoors, Under Cover
In an Open Vehicle or Equipment
Spend Time Keeping or Regaining Balance
Very Hot or Cold Temperatures
Exposed to Radiation
Work Schedules
Spend Time Climbing Ladders, Scaffolds, or Poles
Exposed to Whole Body Vibration
Pace Determined by Speed of Equipment
Exposed to Hazardous Conditions
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
Exposed to Hazardous Equipment
Exposed to High Places
-40 hours-
Duration of Typical Work Week
-A lot of freedom-
Structured versus Unstructured Work
Freedom to Make Decisions
-About half the time-
Spend Time Standing
Spend Time Sitting
Spend Time Bending or Twisting the Body
Spend Time Walking and Running
Spend Time Making Repetitive Motions
Spend Time Kneeling, Crouching, Stooping, or Crawling
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Spend Time Climbing Ladders, Scaffolds, or Poles
Spend Time Keeping or Regaining Balance
-Completely automated-
Degree of Automation
-Constant contact with others-
Contact With Others
-Contact with others about half the time-
Contact With Others
-Contact with others most of the time-
Contact With Others
-Continually or almost continually-
Spend Time Sitting
Spend Time Making Repetitive Motions
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Spend Time Keeping or Regaining Balance
Spend Time Walking and Running
Spend Time Standing
Spend Time Kneeling, Crouching, Stooping, or Crawling
Spend Time Climbing Ladders, Scaffolds, or Poles
Spend Time Bending or Twisting the Body
-Every day-
Telephone
Electronic Mail
Indoors, Environmentally Controlled
Face-to-Face Discussions
Letters and Memos
Time Pressure
Frequency of Decision Making
Sounds, Noise Levels Are Distracting or Uncomfortable
Deal With Unpleasant or Angry People
Frequency of Conflict Situations
Cramped Work Space, Awkward Positions
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
Extremely Bright or Inadequate Lighting
Deal With Physically Aggressive People
Exposed to Disease or Infections
In an Open Vehicle or Equipment
Indoors, Not Environmentally Controlled
Exposed to Contaminants
Exposed to Radiation
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
Outdoors, Exposed to Weather
Exposed to Whole Body Vibration
Exposed to Hazardous Equipment
In an Enclosed Vehicle or Equipment
Exposed to High Places
Outdoors, Under Cover
Very Hot or Cold Temperatures
Public Speaking
Exposed to Minor Burns, Cuts, Bites, or Stings
Exposed to Hazardous Conditions
-Extremely competitive-
Level of Competition
-Extremely important-
Importance of Repeating Same Tasks
Work With Work Group or Team
Importance of Being Exact or Accurate
Deal With External Customers
Coordinate or Lead Others
Pace Determined by Speed of Equipment
-Extremely serious-
Consequence of Error
-Fairly important-
Deal With External Customers
Coordinate or Lead Others
Importance of Being Exact or Accurate
Importance of Repeating Same Tasks
Pace Determined by Speed of Equipment
Work With Work Group or Team
-Fairly serious-
Consequence of Error
-High responsibility-
Responsibility for Outcomes and Results
Responsible for Others' Health and Safety
-Highly automated-
Degree of Automation
-Highly competitive-
Level of Competition
-I don't work near other people (beyond 100 ft.)-
Physical Proximity
-I work with others but not closely (e.g., private office)-
Physical Proximity
-Important-
Deal With External Customers
Coordinate or Lead Others
Work With Work Group or Team
Importance of Being Exact or Accurate
Importance of Repeating Same Tasks
Pace Determined by Speed of Equipment
-Important results-
Impact of Decisions on Co-workers or Company Results
-Irregular (changes with weather conditions, production demands, or contract duration)-
Work Schedules
-Less than 40 hours-
Duration of Typical Work Week
-Less than half the time-
Spend Time Walking and Running
Spend Time Standing
Spend Time Kneeling, Crouching, Stooping, or Crawling
Spend Time Bending or Twisting the Body
Spend Time Keeping or Regaining Balance
Spend Time Making Repetitive Motions
Spend Time Climbing Ladders, Scaffolds, or Poles
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Spend Time Sitting
-Limited freedom-
Freedom to Make Decisions
Structured versus Unstructured Work
-Limited responsibility-
Responsibility for Outcomes and Results
Responsible for Others' Health and Safety
-Minor results-
Impact of Decisions on Co-workers or Company Results
-Moderate responsibility-
Responsibility for Outcomes and Results
Responsible for Others' Health and Safety
-Moderate results-
Impact of Decisions on Co-workers or Company Results
-Moderately automated-
Degree of Automation
-Moderately close (at arm's length)-
Physical Proximity
-Moderately competitive-
Level of Competition
-More than 40 hours-
Duration of Typical Work Week
-More than half the time-
Spend Time Sitting
Spend Time Making Repetitive Motions
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Spend Time Standing
Spend Time Kneeling, Crouching, Stooping, or Crawling
Spend Time Climbing Ladders, Scaffolds, or Poles
Spend Time Bending or Twisting the Body
Spend Time Keeping or Regaining Balance
Spend Time Walking and Running
-Never-
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
Exposed to Hazardous Equipment
Exposed to High Places
Exposed to Hazardous Conditions
Exposed to Radiation
In an Open Vehicle or Equipment
Exposed to Whole Body Vibration
Spend Time Climbing Ladders, Scaffolds, or Poles
Extremely Bright or Inadequate Lighting
Exposed to Disease or Infections
Very Hot or Cold Temperatures
Outdoors, Under Cover
Spend Time Keeping or Regaining Balance
Outdoors, Exposed to Weather
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
Exposed to Minor Burns, Cuts, Bites, or Stings
In an Enclosed Vehicle or Equipment
Cramped Work Space, Awkward Positions
Deal With Physically Aggressive People
Indoors, Not Environmentally Controlled
Exposed to Contaminants
Spend Time Kneeling, Crouching, Stooping, or Crawling
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Spend Time Bending or Twisting the Body
Sounds, Noise Levels Are Distracting or Uncomfortable
Public Speaking
Spend Time Walking and Running
Spend Time Making Repetitive Motions
Frequency of Conflict Situations
Spend Time Standing
Frequency of Decision Making
Indoors, Environmentally Controlled
Deal With Unpleasant or Angry People
Letters and Memos
Electronic Mail
Telephone
Spend Time Sitting
Time Pressure
Face-to-Face Discussions
-No contact with others-
Contact With Others
-No freedom-
Freedom to Make Decisions
Structured versus Unstructured Work
-No responsibility-
Responsible for Others' Health and Safety
Responsibility for Outcomes and Results
-No results-
Impact of Decisions on Co-workers or Company Results
-Not at all automated-
Degree of Automation
-Not at all competitive-
Level of Competition
-Not important at all-
Pace Determined by Speed of Equipment
Deal With External Customers
Coordinate or Lead Others
Importance of Repeating Same Tasks
Work With Work Group or Team
Importance of Being Exact or Accurate
-Not serious at all-
Consequence of Error
-Occasional contact with others-
Contact With Others
-Once a month or more but not every week-
Public Speaking
Frequency of Conflict Situations
Deal With Unpleasant or Angry People
Letters and Memos
Sounds, Noise Levels Are Distracting or Uncomfortable
Time Pressure
Indoors, Not Environmentally Controlled
In an Enclosed Vehicle or Equipment
Frequency of Decision Making
Outdoors, Under Cover
Outdoors, Exposed to Weather
Exposed to Disease or Infections
Exposed to Minor Burns, Cuts, Bites, or Stings
Cramped Work Space, Awkward Positions
Exposed to Whole Body Vibration
Exposed to High Places
Electronic Mail
Very Hot or Cold Temperatures
Exposed to Radiation
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
Exposed to Hazardous Conditions
Deal With Physically Aggressive People
In an Open Vehicle or Equipment
Extremely Bright or Inadequate Lighting
Telephone
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
Exposed to Hazardous Equipment
Face-to-Face Discussions
Indoors, Environmentally Controlled
Exposed to Contaminants
-Once a week or more but not every day-
Time Pressure
Frequency of Conflict Situations
Deal With Unpleasant or Angry People
Letters and Memos
Exposed to Contaminants
Face-to-Face Discussions
Sounds, Noise Levels Are Distracting or Uncomfortable
Frequency of Decision Making
Public Speaking
Cramped Work Space, Awkward Positions
Exposed to Minor Burns, Cuts, Bites, or Stings
Exposed to Disease or Infections
Electronic Mail
Very Hot or Cold Temperatures
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
Indoors, Not Environmentally Controlled
Exposed to Hazardous Conditions
Deal With Physically Aggressive People
In an Open Vehicle or Equipment
Extremely Bright or Inadequate Lighting
Telephone
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
Outdoors, Exposed to Weather
Exposed to Whole Body Vibration
Exposed to Hazardous Equipment
Indoors, Environmentally Controlled
In an Enclosed Vehicle or Equipment
Exposed to High Places
Outdoors, Under Cover
Exposed to Radiation
-Once a year or more but not every month-
Frequency of Decision Making
Public Speaking
Deal With Unpleasant or Angry People
Deal With Physically Aggressive People
Exposed to Contaminants
Indoors, Not Environmentally Controlled
Sounds, Noise Levels Are Distracting or Uncomfortable
Exposed to Minor Burns, Cuts, Bites, or Stings
Very Hot or Cold Temperatures
In an Enclosed Vehicle or Equipment
Time Pressure
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
Cramped Work Space, Awkward Positions
Outdoors, Exposed to Weather
Frequency of Conflict Situations
Exposed to Whole Body Vibration
Letters and Memos
Outdoors, Under Cover
Face-to-Face Discussions
Exposed to Hazardous Equipment
Indoors, Environmentally Controlled
Exposed to High Places
Electronic Mail
Exposed to Radiation
Exposed to Hazardous Conditions
In an Open Vehicle or Equipment
Extremely Bright or Inadequate Lighting
Exposed to Disease or Infections
Telephone
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
-Regular (established routine, set schedule)-
Work Schedules
-Seasonal (only during certain times of the year)-
Work Schedules
-Serious-
Consequence of Error
-Slightly automated-
Degree of Automation
-Slightly close (e.g., shared office)-
Physical Proximity
-Slightly competitive-
Level of Competition
-Some freedom-
Freedom to Make Decisions
Structured versus Unstructured Work
-Very close (near touching)-
Physical Proximity
-Very high responsibility-
Responsible for Others' Health and Safety
Responsibility for Outcomes and Results
-Very important-
Coordinate or Lead Others
Importance of Repeating Same Tasks
Importance of Being Exact or Accurate
Work With Work Group or Team
Deal With External Customers
Pace Determined by Speed of Equipment
-Very important results-
Impact of Decisions on Co-workers or Company Results
-Very little freedom-
Freedom to Make Decisions
Structured versus Unstructured Work
-Very serious-
Consequence of Error
Task Ratings
- Importance Core-
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
Explain company personnel policies, benefits, and procedures to employees or job applicants.
Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
Gather personnel records from other departments or employees.
Examine employee files to answer inquiries and provide information for personnel actions.
Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
Compile and prepare reports and documents pertaining to personnel activities.
- Importance Supplemental-
Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
Process and review employment applications to evaluate qualifications or eligibility of applicants.
Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability.
Provide assistance in administering employee benefit programs and worker's compensation plans.
Select applicants meeting specified job requirements and refer them to hiring personnel.
Inform job applicants of their acceptance or rejection of employment.
Interview job applicants to obtain and verify information used to screen and evaluate them.
Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
Prepare badges, passes, and identification cards, and perform other security-related duties.
Arrange for in-house and external training activities.
- Relevance of Task Core-
Explain company personnel policies, benefits, and procedures to employees or job applicants.
Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
Compile and prepare reports and documents pertaining to personnel activities.
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
Examine employee files to answer inquiries and provide information for personnel actions.
Gather personnel records from other departments or employees.
- Relevance of Task Supplemental-
Provide assistance in administering employee benefit programs and worker's compensation plans.
Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
Process and review employment applications to evaluate qualifications or eligibility of applicants.
Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
Prepare badges, passes, and identification cards, and perform other security-related duties.
Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability.
Arrange for in-house and external training activities.
Inform job applicants of their acceptance or rejection of employment.
Select applicants meeting specified job requirements and refer them to hiring personnel.
Interview job applicants to obtain and verify information used to screen and evaluate them.
Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
-Daily Frequency of Task (Categories 1-7) Core-
Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
Gather personnel records from other departments or employees.
Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
Explain company personnel policies, benefits, and procedures to employees or job applicants.
Examine employee files to answer inquiries and provide information for personnel actions.
Compile and prepare reports and documents pertaining to personnel activities.
-Daily Frequency of Task (Categories 1-7) Supplemental-
Process and review employment applications to evaluate qualifications or eligibility of applicants.
Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability.
Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
Select applicants meeting specified job requirements and refer them to hiring personnel.
Provide assistance in administering employee benefit programs and worker's compensation plans.
Inform job applicants of their acceptance or rejection of employment.
Interview job applicants to obtain and verify information used to screen and evaluate them.
Prepare badges, passes, and identification cards, and perform other security-related duties.
Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
Arrange for in-house and external training activities.
-Hourly or more Frequency of Task (Categories 1-7) Core-
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
Compile and prepare reports and documents pertaining to personnel activities.
Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
Explain company personnel policies, benefits, and procedures to employees or job applicants.
Gather personnel records from other departments or employees.
Examine employee files to answer inquiries and provide information for personnel actions.
-Hourly or more Frequency of Task (Categories 1-7) Supplemental-
Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
Process and review employment applications to evaluate qualifications or eligibility of applicants.
Select applicants meeting specified job requirements and refer them to hiring personnel.
Inform job applicants of their acceptance or rejection of employment.
Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability.
Provide assistance in administering employee benefit programs and worker's compensation plans.
Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
Arrange for in-house and external training activities.
Interview job applicants to obtain and verify information used to screen and evaluate them.
Prepare badges, passes, and identification cards, and perform other security-related duties.
-More than monthly Frequency of Task (Categories 1-7) Core-
Examine employee files to answer inquiries and provide information for personnel actions.
Explain company personnel policies, benefits, and procedures to employees or job applicants.
Compile and prepare reports and documents pertaining to personnel activities.
Gather personnel records from other departments or employees.
Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
-More than monthly Frequency of Task (Categories 1-7) Supplemental-
Select applicants meeting specified job requirements and refer them to hiring personnel.
Arrange for in-house and external training activities.
Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
Interview job applicants to obtain and verify information used to screen and evaluate them.
Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
Inform job applicants of their acceptance or rejection of employment.
Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability.
Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
Prepare badges, passes, and identification cards, and perform other security-related duties.
Process and review employment applications to evaluate qualifications or eligibility of applicants.
Provide assistance in administering employee benefit programs and worker's compensation plans.
-More than weekly Frequency of Task (Categories 1-7) Core-
Compile and prepare reports and documents pertaining to personnel activities.
Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
Gather personnel records from other departments or employees.
Explain company personnel policies, benefits, and procedures to employees or job applicants.
Examine employee files to answer inquiries and provide information for personnel actions.
Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
-More than weekly Frequency of Task (Categories 1-7) Supplemental-
Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
Prepare badges, passes, and identification cards, and perform other security-related duties.
Process and review employment applications to evaluate qualifications or eligibility of applicants.
Provide assistance in administering employee benefit programs and worker's compensation plans.
Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability.
Inform job applicants of their acceptance or rejection of employment.
Select applicants meeting specified job requirements and refer them to hiring personnel.
Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
Interview job applicants to obtain and verify information used to screen and evaluate them.
Arrange for in-house and external training activities.
-More than yearly Frequency of Task (Categories 1-7) Core-
Examine employee files to answer inquiries and provide information for personnel actions.
Explain company personnel policies, benefits, and procedures to employees or job applicants.
Compile and prepare reports and documents pertaining to personnel activities.
Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
Gather personnel records from other departments or employees.
-More than yearly Frequency of Task (Categories 1-7) Supplemental-
Arrange for in-house and external training activities.
Inform job applicants of their acceptance or rejection of employment.
Provide assistance in administering employee benefit programs and worker's compensation plans.
Interview job applicants to obtain and verify information used to screen and evaluate them.
Prepare badges, passes, and identification cards, and perform other security-related duties.
Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability.
Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
Process and review employment applications to evaluate qualifications or eligibility of applicants.
Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
Select applicants meeting specified job requirements and refer them to hiring personnel.
-Several times daily Frequency of Task (Categories 1-7) Core-
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
Examine employee files to answer inquiries and provide information for personnel actions.
Explain company personnel policies, benefits, and procedures to employees or job applicants.
Compile and prepare reports and documents pertaining to personnel activities.
Gather personnel records from other departments or employees.
-Several times daily Frequency of Task (Categories 1-7) Supplemental-
Provide assistance in administering employee benefit programs and worker's compensation plans.
Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
Process and review employment applications to evaluate qualifications or eligibility of applicants.
Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
Prepare badges, passes, and identification cards, and perform other security-related duties.
Select applicants meeting specified job requirements and refer them to hiring personnel.
Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
Interview job applicants to obtain and verify information used to screen and evaluate them.
Inform job applicants of their acceptance or rejection of employment.
Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability.
Arrange for in-house and external training activities.
-Yearly or less Frequency of Task (Categories 1-7) Core-
Gather personnel records from other departments or employees.
Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
Compile and prepare reports and documents pertaining to personnel activities.
Explain company personnel policies, benefits, and procedures to employees or job applicants.
Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
Examine employee files to answer inquiries and provide information for personnel actions.
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
-Yearly or less Frequency of Task (Categories 1-7) Supplemental-
Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
Prepare badges, passes, and identification cards, and perform other security-related duties.
Arrange for in-house and external training activities.
Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
Interview job applicants to obtain and verify information used to screen and evaluate them.
Select applicants meeting specified job requirements and refer them to hiring personnel.
Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability.
Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
Inform job applicants of their acceptance or rejection of employment.
Provide assistance in administering employee benefit programs and worker's compensation plans.
Process and review employment applications to evaluate qualifications or eligibility of applicants.
Education Training Experience
-On-Site or In-Plant Training-
None
Up to and including 1 month
Over 1 month, up to and including 3 months
Over 3 months, up to and including 6 months
Over 6 months, up to and including 1 year
Over 1 year, up to and including 2 years
Over 2 years, up to and including 4 years
-On-the-Job Training-
Anything beyond short demonstration, up to and including 1 month
Over 1 month, up to and including 3 months
Over 3 months, up to and including 6 months
Over 6 months, up to and including 1 year
Over 1 year, up to and including 2 years
Over 2 years, up to and including 4 years
-Related Work Experience-
None
Up to and including 1 month
Over 3 months, up to and including 6 months
Over 6 months, up to and including 1 year
Over 1 year, up to and including 2 years
Over 2 years, up to and including 4 years
Over 4 years, up to and including 6 years
Over 6 years, up to and including 8 years
Over 8 years, up to and including 10 years
-Required Level of Education-
High School Diploma (or GED or High School Equivalence Certificate)
Post-Secondary Certificate - awarded for training completed after high school (for example, in Personnel Services, Engineering-related Technologies, Vocational Home Economics, Construction Trades, Mechanics and Repairers, Precision Production Trades)
Some College Courses
Associate's Degree (or other 2-year degree)
Bachelor's Degree
Master's Degree