KYKO Personality Profiling and Human Resource Management

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Human Resource ManagementHRM can be defined as management of people. It includes all matters related to employment relationship and the dynamics that flow from it. The dynamics of HRM encompass an array of decisions, strategies, issues, principles, operations, functions, activities and methods related to the management of employees. The goals of HRM is to add value to the production and delivery of goods and services as well as improving the quality of life to ensure a continuous organizational success in an increasingly, dynamic and turbulent environment.
Personnel SelectionPersonnel selection can be defined as the process of identifying, selecting and hiring an employee to match a specific position. The cost of hiring an employee includes the remuneration package multiply by the number of probable years of service. Hiring potentially good employees benefits the organization tremendously and can result in increased productivity and quality. Its impact on the organization is realized when the employees take the organization to greater height of success through their years of service. Hiring potential problem employees escalates the cost of production and operations and can be very expensive. Organization has to look closely to the issues of hiring and retaining good employees to meet the demands of increased pressure on productivity and quality of products and services. In view of the importance of hiring, organization needs to find a valid psychometric instrument as a tool to select and hire the best from the market.

KYKO Personality Profile tool can be used to:

1. Hire potentially good and intelligent employees
2. Phase out problem potentially problem employees
3. Identify applicants who:

Are Prone to cheating
Break company rules and regulations
Insubordination
Sabotage
Malingering Others

4. Identify loyal employees
5. Identify the right person to fit into a particular position

COO – A dynamic, strong and positive personality
Managers dealing with people
Managers dealing with systems and things
Managers who wants to work independently on their own
Salespersons
Lower level staff who want to work independently
Secretaries
Clerical group
Operators

6. Sustain the retention of good employees using motivation to satisfy their need and make them happy and satisfied.

HE – Identify their Egocentric Traits and satisfy their ego needs
HSA – Identify the Self-Actualizing Traits and satisfy their growth needs
HSO – Identify their Sociocentric Traits and satisfy the love, social and affiliation needs
HSE – Identify their Security Traits and satisfy their needs to be safe

7. Identify their growth potentials in developing the following skills

Leadership Skills
Analytical Skills
Interpersonal Skills
Creative Skills
Logical Skills
Emotional Intelligence
Counseling and Guidance Skills
Administrative Skills
Communication Skills
Team Building Skills
Problem and Decision Making Skills

8. Boss and subordinate fit
9. Placement of employees

Important and challenging tasks
Simple and routine tasks
Dangerous tasks
Tasks dealing with people
Jobs dealing with things and processes
Creative and innovative tasks
Flexible tasks
Unimportant tasks
Urgent tasks

10. Self-Development

Identify the negative traits of the KYKO personality profile and develop a series of action plans to defreeze them

11. Change Management
12. Negotiation
13. Debt Collection
14. Conflict Management
15. Crisis Management
16. Career Personality Fit
17. Managing People

Customers to get repeated businesses
Bosses to get their support and assistance
Subordinates to get results
Peers to get support, cooperation and collaboration

18. Counseling
19. Managing Family Members

Spouse
Children (Parenting)
Parents
Parents in law

20. Managing the people in your social circles (Relatives, friends and others)

The Uses of KYKO (Know Yourself + Know Others)

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KY (Know Yourself) For the Individual
Identify the strengths and shortcomings in ourselves i.e. identifying the dominant and weaker selves
How to develop one’s profile to fit a career
Offers the power of choice to an individual either to remain as he/she is or go on the path of career growth
KO (Know Others) for the individual
How to motivate others
How to make things happen for, with and through others
How to get the support of your superiors
How to get cooperation from your peers
How to influence customers to get repeated business
How to influence and lead subordinates to produce results
How to enhance relationships with others
Offers a choice between having a constructive or destructive relationship with others
Be able to anticipate and predict and consequences of yours and others’ behaviors through interaction
To delegate, assign or deploy the right job to the right candidate
To identify candidates with the right potential for development and rewards
Identify problem employees and to assist in their salvation within an organization
To facilitate coaching, counseling, guidance and disciplinary processes.
KYKO (Know Yourself + Know Others) for an Organization
Recruitment, selection, development, retention and retrenchment of personnel
Manpower planning and human resource development

KYKO's five (5) dimensions of trait clusters

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Egocentric Self
The need for power, image and control

Sociocentric Self
The need for love, care, companionship and affiliation

Security Self
The need for safety, system, structure, order and protection

Self-Actualizing Self
The need for growth, progress, self development, achievement and fulfillment

Manipulative Self
The need to adapt, change and be flexible to survive in a turbulent dynamic environment.