People are the most important asset and is a critical success factor of an organization. Successful organizations hire the best calibre people with the experience, intelligence, willpower and the right aptitude and attitude, develop their potentials, find the right fit to put them in place, motivate them to do their best, develop a career path and succession plan to promote the right people to take positions of higher responsibility and retain a pool of talented, diligent and dedicated people by keeping them happy, productive, and satisfied.
It is clear that the performance of an organization rests on the quality of her people and the company’s health. A healthy organization ensures her employees are motivated, happy and satisfied. It is a breeding ground for employees to actualize and grow their potentials. It motivates them to great heights of performance creating a pool of talented, quality and loyal employees in the process. On the contrary, a toxic organization breeds problem employees who are disgruntled, frustrated and dissatisfied with the company’s hygiene causing talented employees to leave the organization and leaving a pool of the problematic, mediocre employees in the process.
The success of an organization rests on how well the human resource department addresses the above issues to take the organization to greater heights of achievement and success.
KYKO, an acronym for know yourself, know others is a people management system. It is made up of two components:
- KYKO profiler (psychometric instrument) is a measurement tool used to measure the intensity of the patterns of behavior of an individual based on its five dimensional model of personality. The intensities of the five categories are organized into a pentagon to interpret the human qualities.
Each instrument is developed through extensive research for a specific purpose. It consists of at least over 140 items and above to reduce the standard errors of measurement on each dimension for each person. The items are calibrated and validated to ensure better accuracy using the log linear model. The instrument can be customized to measure and identify the underlying causes of a specific problem due to human differences. - KYKO Profiling Solution (KPS) is a treatment tool. The report of KYKO instruments provides vital information for the relevant parties of the management to generate winning strategies and finding solutions to problems caused by human factors.
A KYKO profiler is specifically designed for a purpose. The items of the KYKO instrument for personnel selection are constructed based on the requirements (essential traits, competencies and duties and competencies) of a specific position. Persons are measured on each of the five dimensions and they are ranked on these dimensions from low to high measure on each of them. Based on the requirements of a position, selection of a candidate can be made using their measures on the five dimensions. For example, a salesperson would require high measures on the following three important dimensions:
- Complexity dimension: This dimension identifies the potential of a salesperson to size people up with the power of influencing, convincing and persuasion to close a deal.
- Self-actualization: This dimension identifies the potential of a salesperson who is a go getter and is willing to work tirelessly to contact potential clients. People who are highly self-actualized are potentially good performers.
- Sociocentric dimension: This dimension is needed for connecting with people, building network and helping potential clients to meet their needs.
Hence, an ideal and effective salesperson has a dynamic-normal-sociable personality represented by KYKO abbreviation of the three dimensions HM (High Manipulative) + HSA (High Self Actualization) + HSO (High Sociocentric).
Job fit is another important function of Human resource management. KYKO Job Fit identifies the characteristics, aptitude, personal interests, job preferences and environment preferences to place and match the right people for the right jobs.
KYKO for training needs identifies attitude, weaknesses and improvement needs for human capital development. For example, an asocial personality needs training to have interpersonal savvy, teamwork and building relationships. A submissive personality needs to develop assertive skills, building self-esteem and commanding skills. A neurotic personality needs attitude change programs, ethics and values and so on.
Employees want a career. Hence it is important for an effective organization to plan a career path and succession planning for her employees. An organization needs to profile all the employees to set up a Management Information System for vertical and horizontal mobility across functions, departments and units.
KYKO profilers assist the organization to put people in place before introducing management systems or models. It is like putting a horse in front of a cart. Without putting people in place, introducing any management systems or models is akin to putting a cart before a horse.