In this assignment, you will begin by performing a Job Analysis and then you will develop a Job Description and a Person (Job) Specification. Finally, you will respond to questions regarding "Big Data." The importance of this assignment will help you to understand and use some tools available for talent management planning.

You are an HR professional for a retail establishment. You have been asked to do a job analysis for an architech position. As you do not have the luxury of actually collecting primary data from inside, you will use secondary data collected from the BLS and the O*NET websites (see videos).

Using the architech positions proceed with the following questions:

1. Job Description

What is a job description? Why is it important to have one for each position? What is it used for?

Develop a job description for the architech position.

Use this source: http://www.bls.gov/ooh/architecture-and-engineering/architects.htm

This as a secondary source: http://www.onetonline.org/link/summary/17-1011.00

1. Person (Job) Specification

What is a person specification? Why is it important to have one for each position? What is it used for?

Develop a job specification for this position. (Use the attached form.)

Use this source: http://www.bls.gov/ooh/architecture-and-engineering/architects.htm

This as a secondary source: http://www.onetonline.org/link/summary/17-1011.00

2. Big Data: (Watch the Week Three video and read the SHRM article.)

Video: https://youtu.be/RY6khOSN4Rg

Article: (attached as word as well)

http://www.shrm.org/publications/hrmagazine/editorialcontent/2013/1013/pages/1013-big-data.aspx

Explain the concept of "big data." Why is "big data" important to employers? Give examples of ways it can be helpful to HR professionals. Bob Bennett, Chief Learning Officer and VP of HR for FedEx Corp. said, "I try not to use the term 'big data.' It scares people away." Do you find it scary? Explain. Develop a plan to help employee overcome this fear of "big data.