KSAO or Knowledge, Abilities, Skills, and Other Characteristics Essay

What does KSAO stand for with respect to formulation? Give one(a) example for each letter in your definition for the job of professor of Human Resource Management. (Points 35) KSAO or Knowledge, Abilities, Skills, and Other Characteristics (KSAO) examens are metrics apply either during knowledge or hiring processes to evaluate appli dissolvets and trainees. The KSAO entrust typi weepy government none several cognition domains of efficiency and ordain use a weighted metric for epitome. The following examples are what one might see in the explanation of the job of prof of Human Resource Management. Knowledge- A degree of a PhD or higher in Human Resource Management would be a requirement in this area. Knowledge in a KSAO is typically touchstoned in degrees of higher education and experience in the depicted object in question. Skills- Typically, skills are measured by carrying out of competency tests. For instance, a Professor would lead leaders skills and test could be devised that would test the leadership of the candidate.There are a variety of skills that may direct to be tested for this position and each type of training would need to be customized for the competency in question, e.g., leadership, organization, direction, etc Abilities- This area of the KSAO is typically measured by performance and the measure of ones talent. The measure of competency lead be based on answers derived from a position analysis questionnaire and or a perplexity position description questionnaire (MPDQ). The position analysis questionnaire (PAQ) is organized into six areas of competency based on the job analysis formula for management positions in human resources(1) information input(2) mental processes(3) work rig (physical activities and tools)(4) relationships with differents(5) job context (the physical and social environment)(6) other job characteristics (such as pace and structure) (PAQ, 2013) Using these metrics provide a clear mess of the soul s abilities as required by the field of Professor of Human Resource Management. The concern with using KSAO in this manner is that competency modeling must be concentrate on the means of accomplishing tasks and duties instead than on what is accomplished or specific ways in which tasks or duties are accomplished(Bernardin, 2007). For this reason in that respect must be a high level of consensus concerning the definition of competencies for the Professor of Human Resource Management. This can be a problematic area for measuring competencies because there is a great deal of crossover among the competencies necessary to perform a job and the particular traits or characteristics of the applicant (Bernardin, 2007). For this reason, KSAO must remain think on the occupation.ReferencesBernardin, H.J. Human Resource Management, Fourth Edition, McGraw Hill, 2007 PAQ. (2013). job analysis questionnaire. Retrieved from http//www.paq.com/index.cfm?FuseAction=Bulletins.Job-Analysis-Question naire 2. (TCOs 2, 8). rationalize the basic steps to conducting a person analysis and how a person analysis is employ in a needfully assessment. Do a very basic person analysis on either yourself or on your professor, based on the job you or he or she is currently employed in (and your common remainderureledge). (Points 40) The process for a person analysis involves examining the factors that influence performance and examineing. These factors are inclusive of the persons characteristics knowledge, skill, ability, and attitudes. These characteristics are typically measured with KSAO or Knowledge, Abilities, Skills, and Other Characteristics tests. These tests measure the basic skills that a person needs to perform their occupation. The KSAO works cohesively with the needs assessment. The basic steps involved in a person analysis include Input- the information or instructions that relate what employees need to know in order to perform their jobs. This area also includes the r esources available to employees that befri subvert them perform their jobs. For example, my job with the government requires that I understand customer renovation policies which are outlined clearly in my benefit handbook.However, I a lot lack the ability to answer enough customer serve up questions delinquent to the lack of information provided for answering certain questions. Output- this area refers to the jobs performance standards. At my job, we are expected to answer questions for customers and not to can them on hold for extended periods of time. All calls are measured by the standard of hold times which is expected to be less than 45 seconds. However, this metric is often failed by employees due to lack of information provided to service operators. Consequences- This area refers to the typesof incentives that employees gather in for perform well and also what they get out not receive. For instance, at my job when callers are placed on hold for long-acting than 45 seconds, this action diminishes the ability of workers to receive bonuses at the end of the year. Feedback- This area refers to the current information that employees receive in the performance of their jobs. At my job, we receive feedback, letting us know that we exceeded the standards for call wait times or if we have not met this standard. Feedback also goes back to the management in that they render aware of the situations. Through the steps in this analysis a need assessment can be constructed.In my situation, since I am not lacking in specific skills tested in the KSAO then I am in need of other tools to perform my job more(prenominal) efficiently. In this instance, there is a need for a greater main course to information in order to meet the standards of the job. 3. (TCOs 3, 8). First, provide the meaning of the acronym shiny with respect to training goals. Then, consider these four training objectives. Rewrite them as two bright training goals. a) The use of the softwa re and documentation for unwrap management tools to practice with the system. b) The trainee pull up stakes be able to rationalise the fertilize of selective information to other systems and begin to understand the administrative time spend on corrections. c) A better understanding by the trainees of the deadlines and the expectations involved in those deadlines. d) The trainee will learn some effective time management shortcuts and will understand the guidelines in using those shortcuts. (Points 40) Using SMART (Specific, Measurable, Agreed to, pictorial and Time phased) as the basis for training goals, a training computer programme is designed to create training outcomes in which the goals are specific or focused (not too broad), measurable (comparable with standards set), agreed to (all members of the organization including the trainee recognize the immenseness of the training), realistic (the standards for measuring training are achievable), and time phased (training h as a outset and end which provides that the trainee has accomplished the training.)The SMART method can be seen in the following examples A) The use of the software and documentation for better management tools to utilize with the system. SMART (specific) Trainees need to learn to use the computer software in order to provide more accurate information for decision making. SMART (time phased) The training for this computer learning will begin in April and end in June.b) The trainee will be able to explain the flow of selective information to other systems and begin to understand the administrative time spent on corrections. SMART (Measurable) trainees will complete a skills assessment at the end of the training which will reflect their ability to explain the flow of entropy to other systems. SMART (Realistic) The process of implementation will be ongoing even after training is completed this will help go bad the understanding of the administrative time spent on corrections c) A be tter understanding by the trainees of the deadlines and the expectations involved in those deadlines. SMART (Measurable) Trainees will need to take an assessment that shows they have developed and understanding of the deadline process.(Agreed to) This test will also measure the trainees understanding of the importance of meeting deadlines through this process. d) The trainee will learn some effective time management shortcuts and will understand the guidelines in using those shortcuts. SMART (Specific) Trainees will need to learn effective time management skills and the 12 shortcuts and guidelines for using those shortcuts. SMART (Measurable) for each one trainee will be tested at the end of their training and will need to show that they can utilize these shortcuts within the guidelines stated. 4. (TCO 4, 5, 6) You are a training manager for a midsized corporation. You are working on a training proposal for your HR director when you get a call from the manager of the method of acc ounting department. He states that he needs training make for his team, which will assist it in learning the radicalest version of the Peachtree accounting software. He mentions that his boss, the CFO, told him to put together a proposal for training that included a way to measure transfer of training. He is panicked and says, First of all, I dont know what transfer of training is, and second, how can I measure it?What will you tell him? (Points 40) I would explain to the manager that conveying of training is a concept which is defined as the use of knowledge or abilities that were acquired in one area being useful in other areas of problem solving or occupation. For instance, trainees who are learning the new software from Peachtree will also be able to learn other aspects of accounting during this process. These skills are directly moveable to other occupations within the accounting department. In order to measure transfer of training, job descriptions will need to be assesse d for overlaps in skills and knowledge requirements. For instance, some working in payroll department will undoubtedly need tounderstand tax requirements which are transferrable to jobs working in tax areas. Once the overlaps are found training can be assessed to see how much knowledge is transferrable between jobs. This information can be used to strategically design training programs that maximize time and cost. 5. (TCO 7) Explain one similarity and one deflexion between training and performance management and between training and term proviso.Does training have a part of either performance management or succession planning? If so, give one example each. If not, explain why not. (Points 40) taking over planning, performance management, and training are all too related in that they are proactive in their efforts to create a pool of highly qualified and talented personnel. Training attempts to increase the ability of personnel plot of ground performance management governs wha t is needed from training in order to bolster the ability of personnel to perform their jobs, e.g., compensation, knowledge, resources, etc Succession planning uses performance management and training assessments in order to con which employees will be the best fit for taking over management positions. However, there is a difference between these management systems in that they are focused on accomplishing independent goals.Training seeks to make employees better at their jobs while performance management measures their ability to assess where changes might be needed. Succession planning is goal oriented in finding the best candidates for succeeding(a) positions but not in the process of training or measuring them in their current positions. For example training a customer service representative is focused on making the representative the best that he or she can be in that position. The performance of the customer service representative is measure through metrics to determine if t he individual is performing adequately and if not what areas are deficient. This metric can be used to make a needs assessment and determine what the person needs to perform better, i.e., more training. The succession planning will use data from training metrics and from performance management in order to determine if the person is the right candidate for a customer supervisor position.