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Directions: Please read each passage below and respond to each part. (These are responses to classmates) I DO NOT need a reference or title page, however please provide the reference(s) underneath the passage. Please label as I have done below, example Part 1 and place your response along with the reference. Please keep each one on the same document! Please cite properly and use correct grammar.  DUE Monday 9/5/22 BY 4PM CST NO LATER

Part 1

Knowledge, Skills, and Abilities (KSA) is often acquired through observation of daily job performances and additional information that is obtained through outside sources. The observation of job performances is obtained from job analysis. Since a business would often have more than one job position, multiple job analysis reports are completed and reviewed.

The KSA that was obtained by the job analysis could be used for future use by company stakeholders (Clardy, A., 2008, pg. 184).  The human resources development (HRD) could also use the obtained KSA and use them strategically. This is where the KSA could be used for training purposes and also to determine which KSA can be used for certain job positions. This can be used to advertise job positions and what KSA would be desired for the position.

T-Mobile gains KSA by using device specifications from manufacturers and also by testing the equipment before it is announced to the public. The systems that are used to process payments and orders are tested and there would be user guides by the programmers. As new systems are introduced, user guides are used to learn the system and a full round of testing would commence to determine if it would work with the current system or if it can be easy to swap the systems without losing information.

As new positions are considered, T-Mobile can use the KSA inventory to determine if the responsibilities of new positions can be merged with current positions or if a new department would be required. At times, new departments are formed on a temporary basis. Once it is proven that the new department is no longer needed, the responsibilities can be merged with existing departments.

New products and cellular plans are introduced periodically and basic information would be available. As the products are used and troubleshooting is completed, additional information would be documented and implemented to the employees. With each new information that was acquired, T-Mobile is able to position the products and services to show how it can be a benefit to customers.

Clardy, A. (2008). The strategic role of Human Resource Development in managing core competencies. Human Resource Development International, 11(2), 183–197. https://doi.org/10.1080/13678860801932998

Part 2

The critical difference between job analysis and KSAs is that job analysis determines the activities, obligations, and responsibilities associated with a job. In contrast, KSAs are used to determine the specific skills and abilities that are required to do a job. The relationship between KSAs and organizational strategy is that KSAs are used to define the particular skills and capabilities needed for the organization to achieve its strategic objectives. The connection between KSAs and HR activities is that KSAs are utilized to determine the specific skills and abilities necessary to carry out HR activities such as recruiting, training, and development. The relationship between job analysis and organizational strategy is that job analysis is used to identify the tasks, duties, and responsibilities associated with a job, which are then used to develop the organization’s strategic objectives. The relationship between job analysis and organizational strategy is that job analysis is used to identify the tasks, duties, and responsibilities associated with a job. The relationship between job analysis and HR activities is that job analysis determines the charges, obligations, and responsibilities related to a job, which are then used to develop HR activities such as recruiting, training, and development. In this way, job analysis and HR activities are intertwined. The relationship between organizational strategy and HR activities is the identification of the organization’s strategic objectives, which are then used to develop HR activities such as recruiting, training, and development. This is because organizational strategy determines the organization’s strategic goals. Key performance indicators (KSAs), job analyses, corporate strategies, and human resource activities connect because they are all utilized to accomplish the organization’s goals. 

Home Depot needs to have a good understanding of the home improvement industry, a commitment to customer service, a dedication to providing low prices, a wide selection of products, and convenient locations to achieve its strategy. Home Depot also needs to commit to safety, a dedication to environmental responsibility, a focus on community, a commitment to diversity, and an emphasis on customer satisfaction to be a successful company. Home Depot is committed to providing a safe environment for both employees and customers. This includes having a safe work environment and safe products. Home Depot is committed to providing a safe environment for both employees and customers. Home Depot can grow its KSAs to meet the strategic challenge in several ways. These include providing training and development opportunities, recruiting employees with the desired skills and knowledge, encouraging employees to grow their KSAs, and providing resources for employees to use. Home Depot can create a culture that values lifelong learning and encourages employees to develop their KSAs continuously. Home Depot can partner with other organizations to help grow its employees’ KSAs and encourage employees to share their knowledge and expertise with others.