Scope of Human Resource in Management

The human resource is an area which is still to be explored, the microscopic vision, indeed would make it the most desirable future market in the employment base. HR is how an individual’s creative skills, knowledge and aptitude and approaches are obtained. And in turn, we define a human management as managing of “human relations” in an organization, with a view to picture the best within an employee for development of organizational objectives and goals.

The scope of a management education, in the field of human resource, probably has great potential, in terms of the creative talent, attitude of handling relations in the inter- and intra – organizational levels.

It’s an integral part of management of any firm, where working together of an employee and the employer is as important as the healthy work environment among the employees.

A human resource specialist can work in the following areas:

• Personnel management

• Organizational behavior and change.

• Management training and development

• Resolution of conflict and their management.

• Potential appraisal and feedback counseling etc.

As the world is emerging into one big global market, need of a HR manager is indispensable. A business house needs a department of its own, to handle the needs of the employees, in three different sectors, namely, welfare, development and empowerment of each one.

A human resource executive mainly works for the employee and the company as a whole. He acts as a mediator, and also takes out the potential worker from a decent employee to get the organizational demands on the track.

Human resource personnel can take a company to a greater height and develop it brick by brick, as a strong institution for business with ways of growth and its sustenance.

Therefore, the scope of Human Rights in today’s world is immense and flourishing. And as everyone knows, a human can never be supplemented with machines; this great resource’s management has a tremendous scope in the global market.

How the TV Show Undercover Boss Can Be a Resource For HR Professionals

Since the television show Survivor joined the landscape some 10 years ago, I have become a huge fan of reality TV shows. There are so many I enjoy, but there is a new one which I think has the ability to transform the careers of many managers, and especially human resources professionals: Undercover Boss.

The concept is simple: a Chief Executive Officer of a major US company leaves the boardroom and for a week, does the job of entry level associates in their own organization. Along the way, the show highlights the struggles of many in the organizations who wear more than one hat and keep giving 110% every day. There are also those who have lost touch with their staffs and their customers creating a major opportunity to reconnect and become more productive.

So how does this help human resources? Understanding your company’s core product or service is not enough, you also have to understand how the job is done. Having watched Undercover Boss, I would challenge Human Resource Professionals to take a proactive look at their organization and go “undercover” as well.

My first job right out of college called this an “In Costume Day”. Once every quarter, I would fill the role of a front line employee so I understood what they did on a day to day basis. I found this to be one of the most rewarding experiences I had as a manager and this was while I was still in Operations. The value of doing this from a human resources perspective cannot be understated. Too often, human resource managers and directors are accused of not truly understanding the business, to which I agree. I have an old mentor who taught me to, “Seek first to understand, before seeking to be understood.”

Sage words of wisdom which still apply today. I challenge you go undercover and learn about your business. It can only strengthen your knowledge and understanding of the human element in your company and how you can effectively advocate on their behalf.

Drake P3 – A Behavioral Profiling Tool That Would Be a Good Addition to Any Human Resources Toolkit

Drake P3 is a psychometric assessment and behavioral profiling tool that is designed to help organizations assess and select the best candidates for any given role for which they are hiring, enhance communications within an organization, optimize individual performance, and enhance team effectiveness.

Some of the key benefits of using the Drake P3 system include:

  • Better hiring decisions – the behavioral data that Drake P3 harvests from candidates enables hiring managers to make more enlightened hiring decisions
  • Improved employee productivity – Drake P3 helps managers and supervisors pinpoint key behavioral strengths and challenges of employees so they can ensure that their strengths are fully leveraged to the benefit of the organization and that their challenges are addressed through training, development, and coaching
  • Reduced employee turnover – since the majority of employee turnover has its roots in the hiring process, by enabling more enlightened hiring decisions, Drake P3 has a positive effect on an organization’s employee turnover rate

The Drake P3 system’s benefits also extend to job candidates and current employees, both of whom gain greater insights into their own behavior and into the types of roles their behavioral profiles suggest they would suit. This helps in setting realistic expectations and also in mapping out developmental pathways for candidates and employees who may be “almost” ideal for a role for which they’re applying or to which they’re aspiring.

Drake P3 Profiling Process

The Drake P3 profiling process is simple, straightforward, and quick to complete. It involves the completion of a Communication or Candidate Survey (depending on whether the individual completing it is a current employee or a job candidate), which is a self-report adjective questionnaire that takes less than 10 minutes to complete and is the source of the data for the resultant Communication/Candidate Profile that is the heart of the Drake P3 behavioral profiling system.

The Communication/Candidate Profile reports on an individual’s unique combination of five fundamental behavioral dimensions:

  • Dominance
  • Extroversion
  • Patience
  • Conformity
  • Conscientiousness

Specifically, the Profile reports on the intensity of an individual’s predisposition each individual behavioral dimension or trait – identifying his or her “high traits” and “low traits” and, in so doing, provides deep insights into how an individual is likely to perform in a given role, work with others, take direction from supervisors, as well as the degree of flex he or she can manage in each of those five behavioral areas, among other things.

And the Drake P3 system does it all in plain English.

Drake P3 is a Good Addition to the Human Resources Toolkit

The Drake P3 system – not unlike other psychometric assessment systems such as the DISC personality test and profile system – is a great way to accomplish a number of key HR objectives – effectively and efficiently.

As such, the Drake P3 system should be given consideration as an addition to any organization’s HR toolkit.