www.sahaba.store/ The following questions require critical thinking to be answered successfully. The answers to these questions will drive the ways of improvement of the current e-commerce business. Know the business 3.5 marksExplain the design of the system 1.5 marks What is the business? (your choice) What is the idea? (the visioning process) Introduce the e-commerce business you have chosen.Provide an overview of the business ideaProduct and type of services.What are the different types of products? Explain What kinds of services does the online store provide? [ customer service, exchange and return, delivery, and payment options] ExplainBusiness statement.Business vision.Business objective. Where is the money?What is the company’s business model?What is the revenue model? Give a general idea of how the business generates revenues Who and where is the target audience? Explain demographics, lifestyle, consumption patterns, etc. Characterize the marketplace. Size, growth, demographics, structure, competition Research the market and give an idea about each pointDescribe the content of the business websiteConduct a SWOT analysis for the business (Explain each point)At least three points for eachDevelop an e-commerce presence map.(For example: website, email … etc.) What activities does the company use these platforms for? (E.g. marketing, customer service, news…etc.)Explain in detail the design of the system (business objectives, system functionality, information provided) Business Objective System Functionality Information provided Ex: Display goods Digital Catalog Dynamic text and graphics catalog What can be improved or added into the system design?

Prepare a 1-2-page job description and competency model that follows a specified example. You will use O*Net Online to select the job.Job analysis, job competencies, and job descriptions form critical elements of employee recruiting, selection, and organizational staffing. We must understand the job, know its nature, and describe its competencies before we can announce the position and attract quality applicants. To get to this point, the HR professional must have the skill to conduct research, including employee and supervisor interviews. These interviews will contain valuable real-life information that will describe the job to be advertised and filled. For this assessment, you will be developing a position description. Assessment IntroductionScenarioJob analysis, job competencies, and job descriptions form critical elements of employee recruiting, selection, and organizational staffing. We must understand the job, know its nature, and describe its competencies before we can announce the position and attract quality applicants. To get to this point, the HR professional must have the skills to conduct research, including employee and supervisor interviews. These interviews will contain valuable real-life information that will describe the job to be advertised and filled. For this assessment, you will be developing a position description.Your ChallengeUse O*Net Online to develop a job description and competencies for anyjob of your choosing. The job should have five to seven competencies. Your job description and competency model should follow this example of a medical job description for a Physician Assistant:Serves in the Occupational Medicine Program (OMP), Occupational and Environmental Medicine (OEM), and other Occupational Health (OH) services and related matters.Advises on OH program development, management, administration, and evaluation. Formulates OH service policies and objectives as required. Advises on program requirements and procedures. Establishes criteria for OH program evaluations and assessments. Advises on the development, interpretation, and application of occupational health standards. Provides technical assistance on health conservation requirements, OH practices, and delivery of OH services that affect worker health as needed. Participates in epidemiological investigation of disease, illness, or accidents of particular importance to the OH program as required.Plans, coordinates, and conducts OH program consultation reviews, visits, and special studies. Evaluate the effectiveness of OH programs. Analyzes and interprets data on OH programs. Resolve complex OH problems to improve OH clinical services, health education, and wellness. Researches trends and patterns. Reports on findings and conclusions, with recommendations as needed.Reviews state and federal regulations on occupational health for organizational impact, recommending changes as needed. Develops new OH program evaluation methods and criteria. Develops standard procedures, model administrative documents, and informational material relating to the development and management of installation OH programs. Develops innovative and unique methods of problem solving and evaluation.Reference Department of the Army (n.d.) Army position description: Physician's assistant. Retrieved from: https://acpol2.army.mil/fasclass/search_fs/search_... Assessment InstructionsPrepare a 1–2-page job description and competency model that follows the example given. Use O*Net Onlineto select the job you will describe, and include the following:Provide a description that includes knowledge of the content information and expertise associated with the work. Analyze what someone in this job would need to know and be able to do.Would they need to have special skills, training, licenses, or degrees?Define tasks and technology skills that are aligned to the context of the environment in which the work is done. Does the description include details on what the main tasks and skills are?How does the work environment impact the work?Create descriptions of work activities that match the context of the work. Are the job elements described?Are they consistent with job framework, setting, or expectations?Develop a description of work that displays a clear connection to measurable elements of performance. How are things connected and do they make sense?Would a potential job applicant be able to read the description and understand the job expectations?Review the HR Challenge: HR Challenge: Job Analysis and Competency Modeling Scoring Guide to see the criteria by which your assessment will be evaluated. Before submitting your assessment for evaluation, review your draft in SafeAssign to check your use of source material.Submission RequirementsThe deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assessment should meet the following additional requirements:Length: Your plan should be 1–2 typed, double-spaced pages, not including the cover and resources pages. The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.The last page should be the reference list.Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.Font and font size: Times New Roman, 12-point font.Resources: Use 1–2 references from trade publications or other relevant sources.Evidence: Support your assertions with data and in-text citations.APA formatting: Resources and in-text citations are formatted according to current APA Style and Format guidelines. Written communication:Support main points and recommendations with relevant and credible evidence.Address the appropriate audience, using familiar, discipline-specific language and terminology.Use spell-check and other tools to ensure correct spelling and grammar.Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information