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Strategic HRM and KSAs-
Discuss the relationships among KSAs (knowledge, skills, and abilities), job analysis, organizational strategy, and HR activities. What are the KSAs needed by the firm to achieve the strategy and what KSAs are currently resident? How does the firm grow its KSAs you selected in Week One to meet the strategic challenge? Support your post with at least one current and relevant article from the ProQuest database. Present your findings in 200 words or more in your discussion post.
Using Figure 5.4 on page 139 of your textbook, describe how to use the model to set developmental goals for the employee population. Are balanced goals important? Explain. Support your post with at least one current and relevant article from the Ashford Library database. Present your findings in 200 words or more in your discussion post.
Hunt, S. T. (2014). Common sense talent management : using strategic human resources to improve company performance. Retrieved from https://ebookcentral-proquest-com.proxy-library.ashford.edu
Text
Read Commonsense Talent Management.
- Chapter 3: Business Execution and Strategic HR 27
- Chapter 5: Doing the Right Things: Becoming a Goal-Driven Organization 101
Figure 5.4 Plotting Goals from a Development Perspective 5 Stretch Goals 4 3 2 1 Complete MBA Self-Focused Development Goals Lead Acquisition Team Business-Driven Development Goals Build New Project Group Conduct College Recruiting Underutilization (busywork) Write Monthly Department Newsletter Core Functional Goals Track and Manage Revenue Targets Importance 1 2 3 4 5 • Functional goals are high in organizational value but low in development value. These are things that employees know how to do and have typically done before. They are not necessarily easy, but they are familiar. The advantage of functional goals is they allow employees to contribute to the organization by focusing on important but familiar tasks. The disadvantage is they do not push employees to grow and develop new capabilities. People who have too many functional goals may feel as if they are stuck in a rut, doing the same things over and over. • Self-focused development goals are low in organizational value but high in development value. The advantage of these goals is they allow employees to take developmental risks since failure will not have a major negative impact on the business. The disadvantage is that employees may never get around to these goals since they are not important to the organization. This quadrant is sometimes referred to as the “books I want to read” or “classes I keep hoping to take” section of someone’s goal plan. Doing the Right Things 139
Hunt, Steven T.. Common Sense Talent Management : Using Strategic Human Resources to Improve Company Performance, Center for Creative Leadership, 2014. ProQuest Ebook Central, http://ebookcentral.proquest.com/lib/ashford-ebooks/detail.action?docID=827115.
Created from ashford-ebooks on 2018-10-21 20:34:07.
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