Analyze Talent Management Strategies for High-Performance Teams

ORGCB/535: People And Organizations Competency 2 - Reflection Assignment Content Once your faculty marks this activity as complete in the gradebook, the Competency Assessment will open for you to submit. Reflection Competency 2: Analyze talent management approaches used to build high-performance organizations. This reflection activity is comprised of two sections collectively totaling a minimum of 500 words. Complete your reflections by responding to all prompts. Job Search Visit O*Net . In the search box, search for your current job, a job you know well, or a job you may aspire toward. Answer the questions below based on the job you searched for: What is the job title? What are the top 5 tasks listed for that job? As an HR manager, which skills do you think will be in demand for this position? What would you look for in a candidate? As someone applying for the position, what training or professional development opportunities would you consider completing to gain the necessary skills? Job Interview Chapter 6 describes experience-based situational interview questions in which a candidate must describe how they handled a specific type of situation (see table 6.2 for examples). Imagine you received a promotion and were going to interview candidates to replace you in role searched above. Consider the answers to the question above and address the following:

Describe 4 experience-based situational interview questions you might ask each candidate. Explain what would you expect to learn about the candidate from their response to each question. Explain why it is important as the hiring manager to know what you expect to learn from these questions? Submit your reflection as a Word document.

What is the job title? Graphic Designer What are the top 5 tasks listed for that job? ● Key information into computer equipment to create layouts for clients or supervisor. ● Review final layouts and suggest improvements, as needed. ● Determine size and arrangement of illustrative material and copy, and select style and size of type. ● Develop graphics and layouts for product illustrations, company logos, and Web sites. ● Create designs, concepts, and sample layouts, based on knowledge of layout principles and esthetic design concepts. As an HR manager, which skills do you think will be in demand for this position? What would you look for in a candidate? In my opinion as an HR manager, skills in demand for a graphic designer are: Hard Skills: ● Graphic and photo imaging software - Adobe Photoshop, Adobe Illustrator ● Web page creation and editing software - Wordpress ● Video creation and editing software - Adobe After Effects, Adobe Premiere Pro ● Desktop publishing software - Adobe InDesign ● Graphical user interface development software - Figma Soft Skills: ● Critical thinking ● Complex problem solving ● Active learning ● Time management ● Social perceptiveness ● Effective communication As someone applying for the position, what training or professional development opportunities would you consider completing to gain the necessary skills? To gain the necessary skills to apply for a graphic designer position, I consider completing a four year degree to gain the necessary skills for that role. I also consider online

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certifications/credentials to be beneficial both for professional development and setting myself apart from other candidates applying for the same positions. Examples of online certifications that may be beneficial when applying for graphic designer jobs are: ● Adobe Illustrator, Photoshop, and InDesign certifications ○ These three certifications qualify a graphic designer for a specialty credential, an Adobe Certified Professional in Visual Design ● Google UX Design Certificate (Adobe Certified Professional, 2023) (Grow with Google, n.d.) Describe 4 experience-based situational interview questions you might ask each candidate. 1. Tell me about a time that you experienced creative block and what you did to overcome it. 2. If you happened to discover a more effective way to accomplish a project than the current procedures in use at our organization, how would you communicate that idea with the rest of the team? What would you do if they were resistant to making changes to the process that they’re already familiar with? 3. If a client comes to you with a last minute request with an urgent deadline that would prevent you from completing an existing project you’ve been working on by its required deadline, what would you do? 4. If a client requests a change to their design that you do not necessarily agree with, how do you handle their request? Explain what you would expect to learn about the candidate from their response to each question. 1. This question will tell me about a candidate’s creative process and what their strategies are for overcoming creative blocks when they inevitably happen. Their answer to this question will help me learn what they do when they’re feeling stuck but have a looming deadline. In addition to that, their answer will give me insight to where they seek inspiration from and if they actively seek it as opposed to waiting for it to find them. 2. The answer to this question would provide insight into a candidate’s communication skills and their creative problem solving. It would also tell me how the candidate being asked this question works when they are experiencing resistance to change from coworkers and superiors. 3. This question allows me to gain an understanding of their time management and their ability to prioritize. It also will give an indication of how they communicate with their clients.

4. This question is asked with the intention of learning about a candidate’s ability to handle conflict, their ability to compromise, and their communication skills. Explain why it is important as the hiring manager to know what you expect to learn from these questions? As a hiring manager, it is important to know what I would expect to learn from the questions I ask in an interview, as it will help me be prepared to listen for specific details in a candidate’s answer, thereby allowing me to assess their alignment and compatibility with the goals of the organization.

References Adobe Certified Professional. (2023). How to Become a Graphic Designer . https://certifiedprofessional.adobe.com/en/resources/graphic-design-certification#:~:text=For %20dedicated%20and%20versatile%20designers,Certified%20Professional%20in%20Visual %20Design Grow with Google. (n.d.). Google UX Design Certificate . https://grow.google/certificates/ux-design/? utm_source=google&utm_medium=paidsearch&utm_campaign=ha-sem-sk-ux-exa__geo-- US&utm_term=online%20graphic%20design%20certificate %20programs&gad_source=1&gclid=Cj0KCQjwtJKqBhCaARIsAN_yS_nfAhGAhSjTHgvM2S KH_JC-uk2SC0Dwnnp3C-jb2V-POCfND6hfvtYaAq2tEALw_wcB#?modal_active=none

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8.1-2-2-R-Peck

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