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.

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.

Zi Wei Dou Shu for the Human Resources Practitioner

Recently I met up with an old friend, who is in the human resources industry. She was lamenting about the endless problems she has to resolve from the problematic employees in the company she is working in. It then reminded me of my good experiences so far from using the techniques of Chinese Face Reading and Chinese Astrology to select the people to work with or advising others on which candidate to employ or work with. I will encourage all bosses, business owners and Human Resources Practitioners to engage a consultant highly skilled in the field of Chinese Face Reading and Chinese Astrology (Zi Wei Dou Shu and Bazi) whenever they are hiring people. The benefits will far outweigh the costs.

For the benefit of readers, I have also come up with a list of advocated Zi Wei Dou Shu (“ZWDS”) stars residing in each candidate’s Zi Wei Dou Shu Self Palace for the respective position as follows:

  • Sales personnel ought to have Ju Men or Sun in their ZWDS Self Palace because Ju Men represents eloquence and Sun represents reaching out. It is bad to have Zi Wei star for sales personnel because Zi Wei is the Emperor and naturally awaits others to serve him and runs counter to the need for sales personnel to serve others.
  • Marketing Communication personnel ought to have the Sun, Wen Chang or Wen Qu. The 2 latter stars represents talent in writing and would serve well the needs of a person in Marketing Communication because there is a lot of writing to be done.
  • Accounting personnel should preferably have Moon, Tian Ji or Tian Liang. The Moon is synonymous with wealth accumulation and would be most appropriate for accounting personnels. Tian Ji and Tian Liang are analytical and conservative and definitely a plus for the accounting profession that is often viewed as being conservative.
  • Banking and financial personnel ought to have Wu Qu in their Self Palace.
  • Research and development personnel ought to have Ju Men, Tian Liang or Tian Ji.
  • Engineering and Operational personnel ought to have Wu Qu or Qi Sha in thei Self Palace.
  • Managing Directors and CEOs ought to have Zi Wei Hua Quan, Wu Qu, Qi Sha, Tan Lang, Sun or Tian Liang in their Self Palace.

The list provided is not exhaustive. If you need advice on other professions, please contact the author.