The main goal of training is to enhance the performance of an employee within the job environment. Employees with the right attitude, skills and competencies are independent thinkers responsible for making good decisions to produce the bottom line. Employee performance is a function of competency and attitude. When an employee has a gap between actual performance and expected performance, training need analysis is used to identify gap. The gap could be attitudinal or lack of knowledge and skills.
KYKO profiler uses the self-actualization dimension to measure the employees’ attitude. Highly self-actualized employees generally have positive attitude. They are optimistic, goal and result oriented, diligent, dedicated and committed to their work. Lowly self-actualized employees are otherwise and have attitudinal problems. This group of people at all levels of the hierarchy are identified for attitude and mindset change programs such as paradigm shift, power of self-change, quest for excellence, self-counseling, etc.
KYKO profilers identifies the employees who are incompetent or lacking the skills for a particular position. The skills and competencies to perform vary from position to position and from job to job. Below are examples if a list of skills and competencies:
- Analytical Skills
- Creativity
- Business Acumen
- Staff Development
- Communication
- Customer Focus
- Counseling skills
- Decision-Making
- Problem-solving
- Innovation skills
- Interpersonal Skills
- Leadership
- Persuasion and Influence
- Planning
- Results Orientation
- Self-Management
- Teamwork
KYKO profiler is designed to measure the potentials of an employee to acquire a list of skills and competencies for a particular position. For example, KYKO profiler for customer service executive measures interpersonal relationship skills, customer orientation, attention to details, teamwork and self-esteem by combining the dimensions needed to grade the skills into five categories via good, fairly good, average, below average and unsatisfactory. The grading of the magnitude of the five dimensions enables the H.R. to prioritize the training for a particular position.
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