KYKO and Human Resource Management

Human resource management can be defined as management of people. It includes all matters related to employment relationships and the dynamics that flow from it. The dynamics of human resource management encompass an array of decisions, strategies, issues, principles, operations, functions, activities and methods related to the management of employees. The goals of human resource management are 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 selection

Personnel 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 multiplied 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 heights of success through their years of service. Hiring potential problem employees escalates the cost of production and operations and can be very expensive. Organizations have 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, an organization needs to find a valid psychometric instrument as a tool to select and hire the best from the market.

KYKO can be used to:

1. Hire potentially good and intelligent employees;
2. Phase out potentially problem employees;
3. Identify applicants who:
   • are prone to cheating;
   • break company rules and regulations;
   • show insubordination;
   • sabotage;
   • show malingering behavior;
   • show other unacceptable behaviors.
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 want 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 needs and make them happy.
   • High Egocentric – Identify their Egocentric Traits and satisfy their ego needs;
   • High Self-Actualization – Identify the Self-Actualizing Traits and satisfy their growth needs;
   • High Sociocentric – Identify their Sociocentric Traits and satisfy the love, social and affiliation needs;
   • High Security – 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-Solving 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:
    • 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.