| Course | HR400 Talent Acquisition and Management |
|---|---|
| Unit | Unit 3 |
| Paper type | Job description draft |
| Length | About 630 words, 5 pages double-spaced |
| Format | APA 7 student paper |
| School | Purdue University Global |
| Program | BS in Business Administration (Human Resources) |
| Updated | October 2026 |
Free sample paper for HR400 Unit 3
Every Function Traced to a Task: A Unit 3 Job Description Draft for a Second-Shift Warehouse Supervisor
[Student Name]
Purdue University Global
HR400: Talent Acquisition and Management
Unit 3 Job Description Draft
[Instructor Name]
[Date]
Calloway Building Supply and its staff are composite and illustrative; the task numbers refer to the Unit 2 job analysis, and the sources cited are real.
Draft Information
Version. Draft 2, for review. Reviewers. Operations manager, one incumbent supervisor, human resources generalist. Source. Unit 2 job analysis, task inventory and linkage table.
Position Summary
The second-shift warehouse supervisor runs the central warehouse from three in the afternoon to midnight. The role exists to produce an accurate, safe and complete second shift: every order picked and loaded correctly, every associate working safely, and the shift's work finished before the night crew arrives. The summary names what the work produces rather than listing duties, in line with the shift toward describing work as it is actually done (Sanchez & Levine, 2012).
Essential Functions
Each function lists the rated tasks it came from and the reason it is essential. The reasons follow the factors federal regulations under the Americans with Disabilities Act name for deciding whether a function is essential: the position exists to perform it, few other employees could take it over, or it requires specialized skill (Equal Employment Opportunity Commission, 2011).
1. Adjust the shift's work plan when trucks arrive late or orders change. [T1, T6, T9] The position exists to perform this, and only the supervisor can change the shift plan.
2. Correct unsafe practices immediately. [T2, T8] The position exists to perform this, and an error is costly.
3. Assign and reassign associates to cover absences and peaks. [T3, T10] Few others could absorb it; lead associates may assist but cannot reassign.
4. Verify outbound loads against orders before departure. [T4, T7] An error is costly, since a wrong load means a return trip.
5. Coach and give feedback to associates, including new hires. [T12, T14] The position exists to perform it.
6. Approve overtime within the shift budget. [T15] Few others have the authority.
7. Hand off the shift to the night crew with a written status report. [T27, T19] The position exists to perform it, though it ranked low in criticality.
Marginal Functions
Ordering break room supplies [T31]. Updating the shift bulletin board [T29]. Attending the monthly safety committee when the day supervisor cannot [T24].
Qualifications
Required at hire. Two years of experience directing others in a warehouse, distribution or production setting. Ability to set priorities and reassign work under time pressure. Knowledge of safe material handling practice. Availability for the three-to-midnight shift, five nights a week.
Acquired after hire, within ninety days. Calloway's warehouse management system. Forklift certification, provided by Calloway. The company's overtime and attendance rules.
Requirements Removed From the Old Posting
A four-year degree. No rated task required knowledge that a degree supplies and experience does not. The old posting's degree requirement would screen out lead associates who perform most of the critical tasks already.
Forklift certification at hire. Calloway certifies operators in a week. The job analysis placed it among characteristics learnable within ninety days, so requiring it at hire excludes candidates without adding anything the first week needs.
A requirement stays in the description only if the job analysis can point to the task it serves and the moment on the job it is needed.
Review Notes
The incumbent reviewer suggested adding "resolve conflicts between associates" as an essential function. It was not among the rated tasks and will be checked against the shift reports before the next draft. The Uniform Guidelines expect selection standards to rest on documented job analysis (Equal Employment Opportunity Commission et al., 1978), so no function is added without that check.
References
Equal Employment Opportunity Commission. (2011). Regulations to implement the equal employment provisions of the Americans with Disabilities Act (29 C.F.R. Part 1630). https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XIV/part-1630
Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, & Department of Justice. (1978). Uniform guidelines on employee selection procedures (29 C.F.R. Part 1607). https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XIV/part-1607
Sanchez, J. I., & Levine, E. L. (2012). The rise and fall of job analysis and the future of work analysis. Annual Review of Psychology, 63, 397-425. https://doi.org/10.1146/annurev-psych-120710-100401
The Purdue Global HR400 Unit 3 instructions
Unit 3 in HR400 asks you to draft a job description from your job analysis. Include a version line and reviewers. Write a short position summary stating what the role exists to produce. List essential functions, each with references to the tasks in your analysis and the reason it is essential, using the factors federal disability regulations name. Separate marginal functions. Divide qualifications into those required at hire and those acquired after hire, with the reasons. Identify any requirements in the old description that the analysis does not support, and explain each removal. Record reviewers' suggestions and how they will be checked. Cite federal guidance where it applies. About three pages in draft form, with the task references visible beside each function, is a common format for this unit.
Inside the HR400 Unit 3 example
The sample's draft information lists the version, reviewers and source. The position summary states the shift's purpose and cites Sanchez and Levine. Seven essential functions follow, each with bracketed task numbers and a reason drawn from the regulations, with a margin note on checking functions against the analysis. Marginal functions are listed. Qualifications separate requirements at hire from those learned in ninety days. Two removed requirements, a degree and certification at hire, each get a sentence of evidence and a margin note, and the highlighted sentence states the rule for keeping a requirement. Review notes hold one reviewer's suggestion until it is checked, citing the Uniform Guidelines.
Reading the HR400 Unit 3 grading rubric
HR400 instructors grade the job description on traceability and legal soundness. A clear summary that states the role's purpose is expected. Essential functions should reference the job analysis and give a reason each is essential, using recognized factors. Separating marginal functions matters for later accommodation decisions. Splitting qualifications into required at hire and learnable after hire shows careful use of the analysis. Removing unsupported requirements, with evidence, earns substantial credit. A version line and review process show the document is managed. Reviewer suggestions should be checked against evidence before being added. Federal regulations and guidance belong in APA 7 references, and graders check that each citation supports the point it is attached to. A short review section shows how the draft will be finalized.
Common HR400 Unit 3 mistakes, and how to avoid them
Many HR400 job descriptions list duties without showing where they came from, so no reviewer can check them. Others mark every function essential. Students often keep old requirements, such as degrees or certifications at hire, without asking whether the analysis supports them. Qualifications are not separated by when they are needed. Reviewer suggestions are added without evidence. Draft from your analysis, reference tasks for every function, give reasons for essential status, list marginal functions, separate qualifications by timing, remove unsupported requirements with reasons and check suggestions before adding them. Once the analysis is finished, our team can turn it into a description draft with you, function by function.
Get an HR400 Unit 3 example written to your instructions
Paste in the position the Unit 3 prompt describes, plus any job analysis written earlier and the rubric. From those duties a draft description is built, each essential function marked with its source, and it lands inside 24-48h. There is no fee the first time. Without a prior analysis, the draft lists which requirements still need one. The paper above is an original model document written by our desk, not a submitted student paper and not an official Purdue University Global document.
More HR400 papers and BS in Business Administration (Human Resources) samples
- HR400 Unit 1: Discussion Board Post
- HR400 Unit 2: Job Analysis
- HR400 Unit 4: Recruitment Sourcing Plan
- HR400 Unit 5: Selection Criteria Matrix
- HR400 Unit 6: Structured Interview Guide
- HR400 Unit 7: Candidate Evaluation Memo
- HR400 Unit 8: Seminar Reflection
- HR400 Unit 9: Onboarding Plan
- HR400 Unit 10: Talent Acquisition Strategy
HR400 Unit 3 questions, answered
Why is it called a draft?
Because the unit usually treats the description as a document under review, not a finished policy. The example carries a version line, a reviewer list and an open question about exempt classification. That framing lets the paper show its reasoning in a change log, which is where much of the credit in this unit tends to sit.
What do the bracketed task numbers do?
They connect each essential function to the rated tasks in the job analysis. A grader can pick any function, follow its numbers back and see the ratings that justified it. Without the analysis the brackets would point nowhere, so the example assumes the earlier unit's work and names the inventory it draws from.
Is removing the degree requirement a legal point or a practical one?
Both, and the example treats it mainly as an evidence point. No rater linked a degree to any critical task, so keeping it would screen out applicants for a reason the job does not supply. The change log records that finding in one line and leaves the broader argument about credentials to the later seminar.
Where can I find a free HR400 Unit 3 sample paper?
This page carries a full HR400 Unit 3 job description draft for a warehouse supervisor, with each essential function traced to rated tasks and two requirements removed.
What makes a job function essential?
Federal disability regulations point to factors such as the position existing to perform it, few other employees able to take it on, or the specialized skill it requires.