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Overview
KSAO (knowledge, skills, abilities, and other characteristics) consists of managing large numbers of personnel and organizing their interactions with shared values. It is based on experience, training in human resources, and the ability to be empathic and follow instructions. KSAO includes successes in maintaining and developing a business culture and records management (Khayat Moghadam, 2021). It is essential to consider skills in modeling the work environment and the ability to coordinate several diverse business groups at once.
Necessity of KSAO
This KSAO should be before hiring because these skills will constitute the employee’s main tasks. Experience is a dominant component, and a conservative management style must adhere to tradition and experience. They will prevail over innovation based on an unreliable or untested strategy. Bringing in a new employee with no experience and the need for training will lead to even more turnover because it takes time to train.
KSAO Analysis
Within this KSAO, the following parameters should be considered. Knowledge should include the understanding of corporate management style and the mechanisms for linking business culture and employee values. In addition, the candidate must have taken a course and advanced training in management and be an employee adjustment specialist. The amount of knowledge on strategies related to controlling ethical behavior must also be assessed to prevent staff leakage (Khayat Moghadam, 2021). Concerning the other characteristics, knowledge makes up about 30% of the employee’s total potential.
For skills, it is vital to have experience with personnel who have had to change from one work style to another. Since the company is conservative, the candidate should have experience with step-by-step problem solving and bringing all parties involved in a conflict to a consensus. The candidate’s experience should include strategies for sustainable growth and bringing staff under stable development. A positive track record of managing multiple groups is also required, as conservatism must adhere to the hierarchy principles. The candidate’s skills and experience dominate the rest of the characteristics and can account for up to 50% of the total evaluation.
The potential employee’s abilities can be based on the success of the training and analysis of the results. The corporate culture analyst needs to see the results of his actions to develop ethics. It is necessary to have the ability to observe the work and execution of the prescriptions. The conservative management style involves working as part of a team to analyze its actions in the workplace. The candidate must be able to communicate with different people and direct them to work to achieve a unified goal gradually. Concerning other characteristics, ability ranks third and accounts for about 15% of the candidate’s overall evaluation.
Finally, for the corporate ethicist, multitasking and resisting stress should be considered. Conservative management style is tougher and more assertive than others, so it requires managers to notice gaps in time and promptly close them. It is also worth finding an approach for the staff to show empathy and reveal their best sides correctly: employees’ values should not run counter to the company’s values (Khayat Moghadam, 2021). The candidate for this position needs to learn how to assess the degree of overlap with potential employees in time.
Time Spending
Most time is expected to be spent organizing staff toward the company’s values. In addition, the employee will spend time modeling and agreeing on strategic plans for the corporate culture – this will occupy about 25% of all work time. The share of documentation and personnel training will be an approximately equal amount of time because it will allow one to adjust the processes and track the execution of the plans in time.
References
Khayat Moghadam, S. (2022). Study of the effects of managers’ professional ethics on the decision-making strategies: Moderator role of information management systems capacity.International Journal of Ethics and Society, 3(3), 19-27. Web.
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