Strategic HRM and KSAs & Goal-Driven Organizations Discussion

 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.  

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    Hunt, S. T. (2014). Common sense talent management : using strategic human resources to improve company performance. Retrieved from 
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,
Created from ashford-ebooks on 2018-10-21 20:34:07. 

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