School of Applied Business

Bachelor of Business

Course number and name: BSNS5341

Assessment 1 Individual Compulsory

Semester: Semester 1, 2021

Date issued: Friday 5 March 2021
Due date and time: Part A due Thursday 18 March 2021 at 10.00pm
Part B due Thursday 8 April 2021 at 10.00pm
Word Limit: 1000 maximum
Delivery: Submit softcopy to Turnitin via Moodle

Total marks: 50 marks: (Part A: 20 marks); (Part B 30 marks)

Weighting: Total 30%: (Part A 10%); (Part B 20%)
Individual Assignment Compulsory
Instructions: Complete this cover sheet and attach it to the front of this assessment
and submit it to Turnitin.
Collusion, copying or plagiarism may result in disciplinary action.
Individual/ Group I/We confirm that:
declaration:  This submission is original and entirely my/our own work.
 Where I/we have used ideas, tables, diagrams etc. of other writers,
I/we have acknowledged the source in every case using APA.
 This has not previously been submitted as assessed work for any
academic course.
Student Name: Student ID Number: Student Signature:
Olga Nikolskaya 1550423
The Partial analysis about Human Resource Institute of
New Zealand (HRINZ) Competency Framework-
Kahikatea Ka Taea
Olga Nikolskaya

Unitec Institute of Technology

 1. Introduction

The base of the HRNZ Professional Path is a capability framework called

Kahikatea, Ka Taea. This framework helps to show how HR managers
prepare for work environment, develop their capabilities, and measure their
performance.

2. Identify the Knowledge, Skills and Abilities required for

today’s Human Resources professional

KSA is a human resources management model. The acronym KSA stands for
knowledge, skills, and abilities that a person must possess to best perform in
their employment position. All three concepts partially form an individual’s
personal and/or professional profile. Although these concepts are related,
there are certain differences in definition.
The following is only my understanding how KSA meets Competency
Framework – Kahikatea Ka Taea.

Knowledge
Knowledge is a mix of information that a person has accumulated from
sources such as books, traditional classroom-style courses, lectures, Internet,
experience and understanding of certain concepts and theories, expert
insight, and grounded intuition, that an employee should possess and use for
specific purposes.
1. Organizational Capabilities: Understanding how employees help
influence company’s improvement and growth. This includes how
employment, participation, development, retention, employment
legislation and trade unions are brought together to accomplish
successful work environment.
2. Maintain and develop strong organizational capability: the culture,
process, or identity that the organisation is known for.
3. Business understanding: Understanding how an organization, by using
business methods and tools, achieves its goals and how internal and
external factors affect the organization (including an understanding of
financing options, growth strategies and business structures).
4. Business drivers: Understand and identifying what resources are vital
to the continued success of a company. Common examples of
business drivers are salespeople, number of stores, external suppliers,
 numbers, as well as price of products sold, competitors, financial
management, etc

Skills
Skill is an acquired ability to effectively perform a certain task or a role after a
training course or work experience.
1 HR Practice Techniques and Strategic contribution HR practices
maximize the benefits and minimize the problems, so it is very
important to understand how HR basics, such as recruitment,
performance management, organisational change, and Human
Resource Management Information Systems (HRMIS) can support
business and where, and when it can be most effectively applied.
2 Technology. Technology has a good impact on the HR practices. It
does so by making the Human Resource department more methodical,
organized, and productive.
3 Decision-making and Business knowledge. There is a lot of decision
making involved in HR. It requires strategy, experience, intuition and an
understanding of the general technologies that power the business. HR
managers must be sound decision makers to support critical
organizational functions and maximize the potential of the business
and its success.
4 Communication and personal credibility. Communication is a critical
skill for HR managers, who have to communicate effectively with
people across an organization. Their role requires proven ability in
conducting interviews, making presentations, and overseeing conflict
resolutions. All of these require strong communication skills and
credibility.
5 Employment legislation. Being able to recognize and solve employee
concerns as they appear. This is a broad area in the HR field -
everything from labour disputes to managing employee benefits
packages can be tied to it. Therefore, human resources managers
should be familiar with labour laws and regulations, so as not to bring
unnecessary losses and troubles to enterprises due to labour disputes
in the future.

Ability
An ability is a combination of knowledge, attitudes, talents, emotional
intelligence, and other personal traits used to achieve certain objectives in a
working situation. Abilities tend to be innate traits that a person possesses or
acquired without formal instruction.
1 Communication: The ability to interact at all levels of organization is
vital in business. Having the skills to communicate at all levels makes
you an forceful and valuable member of the organization.
2 Personal credibility: To be able to work collaboratively with others
based on trust, a good track record, personal awareness, and
communication.
3 Learning and talent development: The ability to help employees to
increase their capabilities and reach their potential.
4 Adaptability: The ability to adapt to changing situations and
circumstances, be open to new thinking and behaviours and support
employees through the process of changings.
5 Cultural awareness and diversity management: To understand and be
able to respond to cultural diversity and different contexts.
6 Show empathy: The ability to read the concerns of others.
7 Personal awareness: To consciously know and understand own
emotions, biases and attitudes towards own performance and others.

The KSA model is primarily used to map and analyse the success of, and the
necessity for, a particular training program. In other words, a useful tool for
identifying possible skills gaps and finding specific solutions.

So how do you evaluate your employees’ knowledge, skills, and abilities?

Retrieved from:
https://www.ag5.com/so-how-do-you-evaluate-your-employees-knowledge-skills-and-abilities/

Skills All HR Managers Must Have. Retrieved from:

https://www.topresume.com/career-advice/top-skills-for-human-resource-managers

Competency Framework– Kahikatea Ka Taea, n.d. Retrieved from:

https://hrnz.org.nz/professional-development/competency-framework