HR Specialist Portfolio Project

Functional Job Analysis

This job analysis is based on resources and input provided by subject matter experts. The purpose of this analysis is to identify the skills, tasks, abilities, and knowledge needed to successfully perform the position of Pharmaceutical Sales Representative for the Pharmaceutical Sales Company. Once these competencies are confirmed a job description will be created with supplemental criteria for training sales staff. Functions and Skill Sets with a score of 15 above will be considered essential skills, mandatory for performing the tasks required for the position. Essential functions will be listed in the Job Description. Further selection exams may be created as part of the hiring process to fill this position.

Functions: Functions performed by this position are included below. The functions will be rated by subject matter experts on a scale of 1 to 5, 1 representing the lowest function, 5 the highest level for job importance, and difficulty of training. The criticality of the job is determined by multiplying the importance rating by the difficulty rating. If a function does not require a lot of training or advanced knowledge, it may not be considered critical to include in a job description. 

(Functions criteria omitted for preview. Available via download) 

Essential Knowledge, Skills and Abilities: The following list contains the knowledge, skills, and abilities needed to function well in the position. The list may be adjusted as needed. These will be called KSA in the chart below. The column labeled “Functions” contains the numbers corresponding to the appropriate function required by the particular KSA. If a particular KSA is not needed it will be listed as n/a. The column labeled IMP contains the average importance rating on a scale of 1 to 5, 1 being the least important, 5 the most important. The column labeled DIFF represents difficulty rating and the column labeled CRIT contains the criticality measured by multiplying the importance rating by the difficulty rating. Difficulty in learning combined with importance means the item must be assessed during the selection process for the position. The last column labeled ENTRY is the level of the KSA needed for hire. Again the rating will be from 1 to 5 with 5 representing a higher level of what is needed in a potential candidate. 

(Rating scale omitted for preview. Available via download)

Job Description Form

Job Summary: Plan work schedules and timetables, implement an effective call plan, build effective business relationships with healthcare management partners and customers, prospect for new business, develop strategies to approach potential customers and increase sales, cold calling health care professionals to set up appointments, distribute samples to licensed practitioners, distribute information to health care professionals, demonstrate product use, answer questions from health care professionals, organize and execute sales presentations, take sales orders from customers, develop and present educational program, keep current with competitors products and services, provide after-sales service, work well with in house management. 

(Flow chart, phone interview questions, Interview, and script call charts omitted for preview. Available via download)

APPENDIX A

Scoring Candidates

Conduct Job Analysis. Determine Important Job Functions. Score the Factors Important to the Job Description.

Job Analysis:

Subject Matter Experts (SME’s) were consulted and a functional job analysis was used to determine job content. Factors were identified, scored and weighted according to the importance of the job function and the SME’s input. 

Factors:

Factors reflect qualities important to the position and the organization. A list of factors was provided by the SME’s company.

Scoring Factors:

Factors were scored according to the level of importance to the job description and consisted of a score of 1 to 5, with 5 being the most valuable to the organization. Factor scoring in interviews helps assess the weak areas of a candidate and their strengths. 3.5 was the medium Satisfactory score. To move forward in the interview process a score above 3.5 is needed. 

Final Weight of Factors:

As the candidate moves through the selection process, SME’s helped determine which factors have more influence on the candidate selection process, in this case, factors that relate to natural sales ability and experience carry more weight and the human resource specialist must weigh all factors before making their hiring selection.