3 part assignment (see attached)

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Required Resource

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Read Commonsense Talent Management:

· Chapter 3: Business Execution and Strategic HR 27

· Chapter 5: Doing the Right Things: Becoming a Goal-Driven Organization 101

Knowledge is the subjects, topics, and items of information of the employee that are applied directly to the performance of work functions.  Essentially an employee’s understanding of certain information. Skills are typically defined as the technical or manual abilities which are usually learned or acquired through training by the employee. Last, the abilities are the demonstrable capacity of the employee to apply knowledge and skills simultaneously to complete a task or perform the employee’s job functions. (Hunt, 2014). Accordingly, organizations and their HR department must ensure that potential candidates and employees with the most knowledge, best skills and abilities are recruited, selected and retained as employees into the organization. Additionally, organizations should continue to empower and develop employees through their tenure with the organization.   If the organization, employs the best suited employees based on KSA’s it will:

· remain competitive in the marketplace;

· reduce employee turnover rates; and

· align employee development with organizational objectives.

 (Developing Employees, 2015).   Aligning employee KSA’a and their training and development are connected to the overall success of the organization.  Recruiting top candidates and hiring the right people with the best KSA’s to fit the organization is the first step; however, organizations need to continue the process with training of development of its employees as the needs of the business industry continue to change.  For example, when new regulations are adopted by the government, organizations need to have employees who are ready to change and adjust to the new regulations or be able to properly train staff on regulations to ensure consistent compliance.  Another example is how technology is ever changing and organizations need employees who will adapt to the new and often improved use of technology.  Additionally, organizations should be prepared to ensure all staff are properly trained in the future.    

More and more organizations have become goal driven with clearly defined organizational and employee goals.  Goals for employees and the organization provides means to assess performance, as well as support future training and development.  Therefore, HR’s role in performance development, to assess performance and track growth of employees, is critical to ensure organizational success  “Employees assigned specific, difficult, yet achievable goals consistently outperform employees who are given no goals or nonspecific goals encouraging them to do their best.” (Hunt, 2014).  Having employees perform to the best of their ability will in turn, provide a more productive organization with a competitive advantage. It will also provide a greater sense of employee satisfaction.  

Please watch Employee Development and Career Management (Links to an external site.), which will provide an overview on employee development.

References

Developing employees. (2015, July 23). Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/developingemployees.aspx (Links to an external site.)Links to an external site. (Links to an external site.)

Gregg Learning. (2016). Employee Development and Career Management. Retrieved from Employee Development and Career Management (Links to an external site.).

Hunt, S.T. (2014). Common sense talent management.  Hoboken, NJ: John Wiley and Sons, Inc.

Question 1

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. Respond to at least two of your classmates’ posts.

Question 2

Goal-Driven Organizations

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

1200 word paper

Targeted Work Class

Write a 1000-1200 word paper:

· Describe the results of your assessment of the work processes and key employees to be addressed in your final paper.

· Discuss how the organization will change while meeting its strategic challenges in the future.

· Include the kinds of workers will be needed; what knowledge, skills, and abilities will be appropriate; what is the compensation system and is it reflective of the market’s conditions?

----final paper instructions (do not do now)

Final

You work for a HR consulting company and an organization (the same company you have been writing about during this course) has hired your firm to conduct an HRM analysis and make recommendations to better align HR practices to the key business initiatives of the company. In order to accomplish the goal:

· Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy. (Keep in mind the firm’s overall strategy in regards to Porter and Snow and White’s theories)  Develop a 3200-3500 word research paper (not including the title and reference pages).  Your paper should also:

· Identify the firm’s history, strategy, market position, and specific area of alignment.

· Provide job pricing and compensation package for 3-4 key positions in the organization.

· Describe and analyze the current and targeted HR work processes as well as the respective knowledge, skills, and abilities (KSAs) required to achieve the organization’s objectives.

· Incorporate a discussion of relevant technology considerations to achieve work output in the context of the organization’s goals.

· Provide a discussion of the labor market and the appropriate labor law context.  Identification of companies that are preparing to address any legal or regulatory changes..

· Prescribe a set of HRM recommendations, specifically tailored for the selected firm. Insert a table with deliverables, accountable people and a timeline for the recommendations.

· Describe other HRM issues as applicable.