13-1071.00 · Learning planner
Human Resources Specialists: a task-based learning plan
Recruit, screen, interview, or place individuals within an organization. May perform other activities in multiple human resources areas.
Explore the complete task inventory first →
Understand the profile before choosing priorities
The table shows the ten highest importance ratings among 27 skills with usable ratings. Skills tied on importance can share a rank. Importance (1–5) and level (0–7) describe different dimensions. A level of 4 is not 4/7 of a course, and neither scale is your personal score. Source dates refer to the underlying rating, not the database release date.
| Skill | Importance / 5 | Level / 7 | Rating date |
|---|---|---|---|
| Speaking | 4.12 | 4.00 | 08/2019 · Analyst |
| Reading Comprehension | 4.00 | 4.00 | 08/2019 · Analyst |
| Active Listening | 4.00 | 4.00 | 08/2019 · Analyst |
| Writing | 3.88 | 4.00 | 08/2019 · Analyst |
| Critical Thinking | 3.88 | 4.00 | 08/2019 · Analyst |
| Social Perceptiveness | 3.38 | 3.88 | 08/2019 · Analyst |
| Service Orientation | 3.38 | 3.25 | 08/2019 · Analyst |
| Judgment and Decision Making | 3.25 | 3.50 | 08/2019 · Analyst |
| Active Learning | 3.25 | 3.38 | 08/2019 · Analyst |
| Instructing | 3.12 | 3.12 | 08/2019 · Analyst |
Anchor the plan in an actual task
Choose one reported task you want to understand better. Then choose one to three skills and describe an appropriate learning activity, evidence you will review and a date. For practical work requiring authorization, choose relevant coursework, observation or supervised training.
Speaking
Talking to others to convey information effectively.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for human resources specialists.
Level 4: Interview applicants to obtain personal and work history
Level 2: Greet tourists and explain tourist attractions
How would you explain the task, audience needs and next step in a short conversation?
Reading Comprehension
Understanding written sentences and paragraphs in work-related documents.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for human resources specialists.
Level 4: Understand an email from management describing new personnel policies
Level 2: Read step-by-step instructions for completing a form
Which instruction, constraint or exception in a document would you need to explain accurately?
Active Listening
Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for human resources specialists.
Level 4: Answer inquiries regarding credit references
Level 2: Take a customer's order
What would you ask the other person to clarify, and how would you confirm you understood?
Writing
Communicating effectively in writing as appropriate for the needs of the audience.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for human resources specialists.
Level 4: Write an email to staff outlining new directives
Level 2: Write down a guest's order at a restaurant
What document would another person need, and how would you check that they could act on it?
Critical Thinking
Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for human resources specialists.
Level 4: Evaluate customer complaints and determine appropriate responses
Level 2: Determine whether a subordinate has a good excuse for being late
What assumption could change your conclusion, and what evidence would you check first?
Social Perceptiveness
Being aware of others' reactions and understanding why they react as they do.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for human resources specialists.
Level 4: Be aware of how a coworker's promotion will affect a work group
Level 2: Notice that customers are angry because they have been waiting too long
What perspective or concern might another person bring to this task?
Service Orientation
Actively looking for ways to help people.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for human resources specialists.
Level 4: Make flight reservations for customers using an online booking site
Level 2: Ask customers if they would like a cup of coffee
What does the person receiving the work need, and how would you confirm the need was met?
Judgment and Decision Making
Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for human resources specialists.
Level 4: Evaluate a loan application for degree of risk
Level 2: Decide how scheduling a break will affect work flow
Which options, constraints and consequences would you compare, and what could change the choice?
Active Learning
Understanding the implications of new information for both current and future problem-solving and decision-making.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for human resources specialists.
Level 4: Determine the impact of new menu changes on a restaurant's purchasing requirements
Level 2: Think about the implications of a news article for job opportunities
What new information would change your approach, and how would you record the change?
Instructing
Teaching others how to do something.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for human resources specialists.
Level 4: Instruct a coworker in how to operate a software program
Level 2: Instruct a new employee in the use of a timekeeping system
How would you explain one step, observe a practice attempt and give useful feedback?
Review the result
Your plan should explain why the selected skills matter for your chosen task, what you will do next and what evidence you will examine. Revisit the plan after that activity. Completing a worksheet or matching an occupation’s ratings does not establish professional competence.
Keep your worksheet
Download before leaving this page. Unsaved writing remains only in the page and is cleared on refresh. Notes and learning actions are not sent to a server. This guide describes an occupation and supports study planning; it does not provide clinical, legal or equipment-operating procedures.
Source and practice material
Occupational context uses the O*NET® 31.0 Database from the U.S. Department of Labor, Employment and Training Administration, under CC BY 4.0. View the occupation.
Skill Workbench selected and adapted the occupational information and added its own fictional cases, calculations, guidance and worksheets. USDOL/ETA has not approved, endorsed or tested these additions. O*NET® is a trademark of USDOL/ETA.