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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. Present your findings in 200 words or more
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. Present your findings in 200 words or more
Figure 5.4 provides an example of a person’s work goals plotted based on organizational value and developmental value. The goals are divided into four quadrants: business-driven development, functional, self-focused development, and underutilization.
Business-driven development goals are high in organizational value and high in development value. These are things that employees have to do for work that will require them to gain new experiences and develop new skills. These goals tend to be highly meaningful to employees because they are both important to the company and help them build capabilities to advance their careers. The downside of these goals is that they tend to be mentally demanding. They require learning how to do the work while getting the work done at the same time. People who have too many business-driven development goals risk becoming overwhelmed or burning out
Figure 5.4 Plotting Goals from a Development Perspective
