With a group of colleagues, we were tasked to provide a job description update for a local, large auto manufacturing plant. A thorough job analysis was conducted, utilizing structured interviews of job incumbents and the critical incidents technique to perform a new, comprehensive job description to better describe the job's new responsibilities. The name of the organization and other identifying information were removed from the report for confidentiality.

Here, we presented our job analysis method to perform the job description update, including describing the changes that were made to the JD and why they were necessary. We provided suggestions to ensure accessible and inclusive language in the update to gain more applicants to the position in the future.

With a group of colleagues, we were tasked with performing a case study in which we received data from an unidentified organization implementing a new strategic plan. Our job was to design and organize a consulting report to describe the new performance management system that the organization should implement based on their new strategic plan and facing business issues for sustained success.

I am able to condense large reports into key information for stakeholders to pitch business recommendations. Here, we presented our recommendation for an update performance management system to align with a company's strategic plan, address specific organizational obstacles, and increase overall employee satisfaction with the system. We presented key information, findings, and a potential Gantt chart for project implementation.