Essential Functions, and Duties from Various Jobs

Jobs Functions and Duties by I/O Psychology and Business Graduates

By Rom Antony Day

Fourth Edition Thursday, October 25, 2007

Third Edition Thursday, October 18, 2007

Second Edition Monday, October 15, 2007

First Edition Tuesday, October 10, 2007

Examples of Job functions, duties and responsibilities carried out by Industrial and Organizational Psychology and Business Administration graduates, emphasizing personnel management and marketing are broad in scope and often highly specialized. Many have been done by individuals with a B.A., others with some MBA course work, and yet others with I/O Psy Master’s Degree and a few by individuals with a Ph.D.. I am sure the list could potentially be augmented. If you know of additional duties not in the list, please, you can email them to Published@usarvaassociates.us

* Use of Robert's Rules of Order parliamentarian procedures to facilitate and participate in orderly and effective corporate, organizational, committee and legislative meetings and training others on it.

* Writing and editing.

* Interface with the private and public for profit corporations.

* Interface with private non-profit corporations and organizations.

* Interface with several United States of America (U.S.A.) governmental agencies and stakeholders including city, county state and federal government agencies.

* Interface with several United States of America (U.S.A.) governmental agencies and stakeholders including city, county state and federal government agencies.

* Introduce legislation and motions to various governing bodies.

* Interpret and explain motions and resolutions to-be-introduced.

* Review, approval, interpretation and oversight of implementation of organizational constitution, bylaws and articles of incorporation.

* Sales and marketing strategies design, development and implementation.

* Gain internal and external stakeholders buy-in on policy, referendums, procedures update.

* Conduct needs assessment to define project scope, deliverables and implementation plan.

* Create and drive the implementation of marketing strategies that increase technical recruiting, job placement and career services revenue.

* Recommending top candidates to final hiring person.

* Articulate organizational vision, mission and values.

* Programs image re-positioning.

* Chairmanship

* Assist decision-makers and facilitate the decision-making process within several governing bodies.

* Abide by the Brown Act regulations for posting notices of public meetings.

* Governing board retreat strategic agenda development and retreat activities planning.

* Foster a culture of and Improving performance, productivity and results.

* Decrease micromanagement

* Starting up new business units and penetrating markets to gain market share.

* Interlocking board and or personnel matters committee members

* Executive management

* Governing Board relations.

* Supervision of professional executive management and clerical staff

* Strategic planning and work force restructuring

* Using the Generally Accepted Accounting Principles (GAAP).

* Oversee, plan, direct, coordinate and / or participate in corporate operations.

* Track & report billable hours; accounts payable (A/P) and account receivable (A/R) and expenses

* Invoicing

* Budgeting: Resource forecast, management, allocation and monitoring.

* Starting up organizations, companies.

* Run the full cycle of candidate recruiting and client company development and management.

* Technical Recruiting

* Developing and implementing direct and indirect technical recruiting strategies.

* Consult with hiring managers, executives and founders about recruiting requirements.

* Facilitate resolution of volatile political issues.

* Liaison between employment services organizations, job candidates and client companies.

* Individual human achievement coaching

* Interview, check references, match candidates and personnel needs, Schedule and coordinate interviews, follow-up and follow through to turning candidate down and / or extend job offers, and getting acceptance of job offer / candidate.

* Personnel Management

* Interpret and implement personnel policies and procedures.

* Staff planning, direction, Recruiting, selection, hiring, new employee orientation and evaluation

* Risk management (damage-control)

* Interact with constituencies or stake-holders of diverging views.

* Collect, review, approve and report multiple departments’ employees payroll to human resources accounting unit.

* Review and recommend steps to bring consistency or congruency of employee handbooks with Human Resources Policies and Procedures.

* Personnel Policies Administration

* Personnel Research Design, Statistical Analysis and Interpretation.

* General Statistical Analysis

* University Teaching

* Personnel Statistical Analysis.

* Research Design and Analysis

* Individual and group coaching

* Design, develop and implement position (job openings) tracking systems.

* General Management

* Job Placement services

* Analysis of and advice to management on complex personnel issues.

* Design and administer weighted personnel selection tools.

* Research and write labor relations manual

* Utilize word processing, spreadsheet and statistical analysis software packages to present human resources projects data, statistical analysis and interpretation, conclusions and recommendations.

* Research, review, summarize and present complex information in an understandable manner to audiences varying in education levels (ranging from Ph.D. to only 7^th grade or GED) and fields of expertise.

* Conduct wage surveys to determine prevailing wage.

* Analyze and interpret data.

* Entrepreneurship

* Ensure validity and reliability of job analysis and Job performance evaluation system and its tools whether using quantitative, qualitative statistical data and analysis, and / or weighted scoring type of tools; whether one-to-one evaluation, peer-to-peer or the more complex 360 degree job performance evaluation, ensuring the validity and fairness of the data and how its valid statistical analysis, interpretation and recommendations, pointing out the flows of the data in a 360 degree evaluation system such a political witch-hunt, comments or impute filled with personal venderas or other irrelevant matters. This is s huge area where the backing of major corporate officers such as HR Head or the expert backing of a PhD with Statistical research and design analysis can be paramount to adding credibility to the person presenting the outcomes from such an evaluation system to say a board of directors or major committee evaluating a major key player in for example a head of an executive management team.

* Personnel compensation reviews

* Review and increase validity and reliability of evaluation surveys to for example comply with the Americans with Disabilities Act (ADA) U.S.A. Federal Law.

* Communicate effectively with Exam and Testing Units Heads, Senior Personnel Analysts, Agencies Heads and / or representatives and EEO personnel to discuss and negotiate employment testing reasonable accommodations for job candidates.

* Price Standardization of office support services.

* Writing Excel formulas to track data and perform calculations.

* Facilities safety and security coordination and standards.

* Design and implementation of pre-employment testing via work sample.

* Review and recommend vendors policies/procedures.

* Vendor relations.

* Review vendors contract performance and compliance.

* Respond to RFP’s / RFQ’s submittals.

* Quality assurance.

* Communicate policies and procedures

* Respond to employee grievances.

* Research and interpret personnel laws, solve problems, explain requirements and make decisions often with the aide of legal council.

* Employee Relations (e.g. Federal and State laws, regulations and or guidelines relevant to 1) Performance Management and Evaluation; 2) I-9 Immigration Reform and Control Act of 1986; 3) Americans with Disabilities (ADA); 4) Sections 503 / 504 of the Rehabilitation Act; 5) Equal Employment Opportunity (EEO); 6) Affirmative Action (A.A); 7) Racial, ethnic, multi-lingual, disability, gender, political and nationality diversity issues management.)

* Design, review and performance of records filling and management to meet and sustain strict confidentiality and documentation standards of certification by accrediting institutions

* Research and write content of participatory seminars on professional development topics such as time management, implementing the Americans with Disabilities Act (ADA), conducting effective job performance appraisals, stress management, anger management and conflict resolution.

* Standardize sales price of Office support services.

* Enhance business processes (e.g. employment recruiting and selection, new employee orientation, staff development policies and procedures, catastrophic leave policy EEO and implementation of the ADA), customer service, and staff development.

* Address staff inquiries about compensation grades

* Employment and Classification (e.g. job candidate testing design and interview questions development, evaluation standards design, Job restructuring involving job enlargement and job enrichment.)

* Shift differential policy.

* Catastrophic leave policy.

* Retirement benefits policy.

* COLA's and MSA's requests, reviews and recommendations.

* Office space management

Equipment and supplies policies.

* Responding to and requesting position reclassification.

* Write job descriptions.

* Coordinate and conduct job analyses.

* Contact presenters to gain their commitment in principle.

* Fostering relationships for a department in order to gain internal expertise cooperation and participation.

* Design, and coordinate job performance appraisal (evaluation) systems.

* Train professionals and clerical staff on providing reasonable accommodations to implement the ADA and / or sections 503 and 504 of the Rehabilitation Act whichever laws were applicable.

* Market post-secondary educational institutions and admissions requirements.

* Manage & prioritize multiple projects.

* Use Statistical Analysis Software such as StatView.

* Emailing and Scheduling System such as Group Wise

* Use Client and Program Management System such as Metsys software.

* Introduce revised elections codes to governing bodies to meet ADA Federal Law requirements of programmatic and physical accessibility.

* Monitor compliance with Fair Labor Standards Act

* Monitor compliance with EEO laws and guidelines.

Rom Antony Day, B.A. Industrial and Organizational Psychology with Business Administration minor, emphasizing Marketing, 1994, San Francisco State University (SFSU), San Francisco, California, U S A

An Individual Citizen of The United States of America (American), Thinker, do-er and Founder of PAC BAC.

PAC BAC is A Volunteer Club of Career Minded SFSU Alumni from the Psychology and Business programs