HR Assignment: KSAOs for Teamwork, Hiring Action Plan, and Analysis

This assignment solution addresses the KSAOs (Knowledge, Skills, Abilities, and Other characteristics) required for HR jobs that involve teamwork, such as recruitment and staffing. It highlights essential qualities like market intelligence, sales skills, approachability, and coordination. Part 2 of the assignment focuses on developing an action plan for hiring based on provided workforce data, detailing positions needed over a five-year period, including tellers, customer service representatives, teller supervisors, assistant branch managers, and branch managers. The solution provides recommendations for addressing candidate shortages, such as leveraging employee referrals, using personal and professional networks, hiring recruitment firms, posting job requirements on different media channels, and attending job fairs. The assignment leverages the insights provided by Maurer (2016), Doyle (2017), and Lunenburg (2012).

Part 1 - Think about the job that requires working on a team. What are some examples of
KSAOs that would required for that job?
Human resource (recruiting and staffing) – HR department plays a very important role in any
company because this department, hire new employees, when needed and take care all the
activities related to them like wages, their training and benefits programs etc. So, this is certainly
not a one person job. A group of people is required for staffing and recruitment (Maurer, 2016).
KSAOs required for this job are given below:
1. Market intelligence- The candidate should be aware regarding the market like, where
the actual talent is available for the job for which they are hiring. Great recruiters
know about layoffs and organizational restructures before they are publicly
announced and are actively working to find roles for those candidates
2. Sales ability or skills- Recuriting is completely a sales, they need to sell the
opportunity to the candidate. They have to convince the candidate to opt the
opportunity.
3. Personable and approachable- The people who are in this job should be approachable
to the employers every time whenever they need any assistance from them.
4. He should be able to understand the organizational structure completely so, that can
fill the gap or shortage of needed employees (Doyle, 2017).
5. Good coordinator between candidate and company.

Part 2 - Based on the information provided on the attached analysis, develop an action plan
for hiring for the company next year, including an overview of individuals needed. What
further recommendations might you have related to the data provided?
Positions Current
workforce
1st year 2nd year 3rd year 4th year 5th year Exist
Tellers 600 336 66 18 0 0 130
Customers
Service
representa
Tive
300 0 138 24 15 0 123
Teller
supervisor
200 0 0 126 24 0 50
Assistant
Branch
manager
75 0 0 0 39 6 30
Branch
Manager
100 0 0 0 0 70 30
Following steps company can take when the demand is more in supply less of required
candidates:

1. The Company can ask for the reference from the existing candidates of their friends or
anyone from their circle who is suitable for the position.
2. HR people can use their personal network as well or they can spread the word regarding
the require candidates in their network.
3. A company can hire a professional company for the hiring of the candidate.
4. A Company can post the requirement on different media channels (Lunenburg, 2012).
5. Different expos and jobs fairs can be attended by company people to meet diversified
candidates.

References
Doyle, A. (2017, April). Human Resources Skills List and Examples: Human Resources Skills
for Resumes, Cover Letters, and Interviews . Retrieved from
https://www.thebalance.com/human-resources-skills-list-2063754
Lunenburg, F. (2012). Human Resource Planning: Forecasting Demand and Supply.
International journal of management, business, and administration, 15(1), 1-10.
Retrieved from
http://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred
%20C.%20Human%20Resource%20%20Planning-%20Forecasting%20Demand
%20%20Supply%20IJMBA%20V15%20N1%202012.pdf
Maurer, R. (2016, February). 5 Recruiting Trends for 2016 . Retrieved from
https://www.shrm.org/ResourcesAndTools/hr-topics/talent-acquisition/Pages/5-
Recruiting-Trends-2016.aspx