HRM- Impact of personality traits on employee career Management

 

Impact of personality traits on employee career Management

Personality traits are important and critical in the working places and it is impacting on the future of the employees in the organizations. Personality traits can be recorded as the behaviors, thoughts and the feelings of the individuals. There are several characters of the personality traits and these are as follows (Lane & Manner, 2011).

  ü  Grit

ü  Curiosity

ü  Self-control

ü  Social Intelligence

ü  Zest

ü  Optimism

ü  Gratitude 

 

        Figure 1: Big five personalty traits (Source: Susman,2021)

Big five personality traits are famous in literature which is providing the better explanation towards the human behaviors. The personality traits are deciding the methods and the ways of the individual behavior in various situations. Therefore, application and adaptation of better behaviors is very important to make the future success in the personal life as well as the professional life (Zimmerman, 2008).

Employee career management is very important in each and every individual as they are liking to go higher with the increased rewards. Career management can be helped in the individual employees to make the life more productive and effective. This is giving by the employer and to get the maximum advantage of these applications, proper personality traits development is very important (Huang, et al., 2014). 

Personality traits are highly impacting on the career development in any industry or organization. Every step in the future of the career is caused by the personality traits and each one is impacting highly in the development of the success factors in the future of the employees. Therefore, it is very important to have better management in the personality traits. 

Figure 2: personality factors Source: Author created 

There are several characteristics of the personality which are highly impacting on the career management of the employees. Identification of these and managing effectively is a responsibility of the employees (Kong, et al., 2010).

• Organized and consistence nature
• Prone to environmental changes
• Understand that the behavior and the reactions are impacting on the others
• There are patterns, behaviors and the feelings which can make an individual unique form other

Understanding the best action for the best situation can make the availability of the proper applications to have better development and management in the career. Employees needed to be identified the own behavior and own strengths and the weaknesses. It makes the applications easier in the career development (Kong, et al., 2012). 

Conclusion

It is very important to understand the personality traits which are available in individuals as they are impacting in every situation in the life. Personality is resulting the opportunities achieving and facing threats in life. The usage of better personality traits is important and can be recorded as important in managing the future. Therefore, employees have higher responsibility in taking care on the personality applications to have higher level of success in the career opportunities. It has been recorded that the career management can be highly impacted by the level of traits and the awareness of traits. 

References

      Huang, L., Gursoy, D. & Xu, H., 2014. mpact of personality traits and involvement on prior knowledge, s.l.: Annals of Tourism Research, 48, pp.42-57.

      Kong, H., Cheung, C. & Song, H., 2012. From hotel career management to employees’ career satisfaction: The mediating effect of career competency, s.l.: International Journal of Hospitality Management, 31(1), pp.76-85.

      Kong, H., Cheung, C. & Zhang, H. Q., 2010. Career management systems: what are China's state‐owned hotels practising?, s.l.: International Journal of Contemporary Hospitality Management.

      Lane, W. & Manner, C., 2011. The impact of personality traits on smartphone ownership and use, s.l.: International Journal of Business and Social Science, 2(17).

      Susman, D., 2021. The Big Five Personality Traits, s.l.: https://www.verywellmind.com/the-big-five-personality-dimensions-2795422.

     Zimmerman, R. D., 2008. UNDERSTANDING THE IMPACT OF PERSONALITY TRAITS ON INDIVIDUALS'TURNOVER DECISIONS: A META‐ANALYTIC PATH MODEL, s.l.: Personnel psychology, 61(2), pp.309-348.

HRM- The Pros and Cons of Outsourcing recruitment process for an organization

 

The Pros and Cons of Outsourcing recruitment process for an organization

Recruitment can be recorded as one of the most important and critical application in the HR processes and this is needed to be done in a correct manner to have the successful applications in the employee management (Parry & Tyson, 2008).

Recruitment can be recorded as the seeking of the necessary and applicable candidates for a respective job position. There are different methods in the recruitment. Main two methods are the internal recruitment and external recruitment (Lane, et al., 2015). 

Internal recruitment method can be recorded as the methods in the management of the seeking applications for the candidates through the connections in internal connections, word of mouth and promotions (Parry & Tyson, 2008). External recruitments can be recorded as the methods which can be used in the collection of information from the advertisements, educational agencies and online recruitment methods (Christensen, et al., 2017).

                            Figure 1: Recruitment methods (Source: Slides Share, 2014)

Recruitment process outsourcing is the method of providing the liabilities for an external party to seek the most suitable candidates by the employer. There are different steps in the recruitment process outsourcing and the figure gives these steps to have clear idea on the recruitment process outsourcing method (Claus Wehner, et al., 2015).

Figure 2: Recruitment Process Outsourcing (Source: Katz,2016)

There are advantages ad well as disadvantages of the method (Landay & DeArmond, 2018).

Advantages of recruitment process outsourcing;

Ø  Streamline the process pf recruitment in the organizations

Ø  Talent’s search can be done in a broader manner

Ø  Reducing the cost of recruitment

Ø  Reducing the turnover of the employees

Ø  Ability to investigate the people who are with many abilities

Ø  Process improvement and effective seeking

Ø  Saving time for the employer for the other activities in the process

Ø  Gaining higher competitive advantage

Ø  Higher level of flexibility

Disadvantages of the recruitment process outsourcing;

Ø  Employer is losing some extent of control in the hiring

Ø  There can be many hidden costs which can be occurred in between the process

Ø  Security issues can be there in the employee details sharing

Ø  Need to shift and manage time again and again as per the outsourcing partner

Ø  There is a possibility to lose the focus of the employer

Overcoming the disadvantages and gaining maximum outcome in the recruitment process is the main aim in outsourcing where the quality service and business process improvements are expected by each company in the outsourcing in recruitment processes (Landay & DeArmond, 2018).

Conclusion

Recruitment can be recorded as the application of the seeking of the possible candidates in the process of hiring and this can be either done by the company or can be outsourced. Recruitment process outsourcing is popular in these days and it can provide many advantages for the organization as it is resulting quality service rather than the employer. Still, it has identified some of the disadvantages as well which are needed to be overcome and all these factors are provided here in a clear manner.

References

1.      Christensen, T. et al., 2017. Costs and efficiency of online and offline recruitment methods: a web-based cohort study, s.l.: Journal of Medical Internet Research.

2.      Claus Wehner, M., Giardini, A. & Kabst, R., 2015. Recruitment process outsourcing and applicant reactions: when does image make a difference?, s.l.: Human Resource Management, 54(6), pp.851-875.

3.      Landay, K. & DeArmond, S., 2018. Recruitment Process Outsourcing and Recruiter and Hiring Firm Characteristics, s.l.: Journal of Personnel Psychology.

4.      Lane, T. S., Armin, J. & Gordon, J. S., 2015. Online recruitment methods for web-based and mobile health studies: a review of the literature, s.l.: Journal of medical Internet research, 17(7), p.e4359.

5.      Parry, E. & Tyson, S., 2008. An analysis of the use and success of online recruitment methods in the UK, s.l.: Human Resource Management Journal, 18(3), pp.257-274.

HRM- Training needs Analysis process in HRM

 

Training is the development of the applications either soft skills or the hard skills in the employees to gain the maximum outcome in the process of the applications. Along with this fact, training can be recorded as one of the most important categories in the HRM and many organizations are using different methods in training applications (Cotes & Ugarte, 2019).

Training need analysis is important and this is where it is deciding the training types and the time frame. With the clear application of the appraisals, the need of the training in organizations can be recorded and identified. This is the first step of the training analysis and designing activity (Ludwikowska, 2018).

Figure 1: Training evaluation (Source: LOCUS, 2021)

“Training need analysis is a process of identification on the type of training that needs in the organizations”

Training need analysis can be done in the organizations as per different steps and these general steps can be changed as per the organization and as per the training which is needed in the organization (bin Arshad, et al., 2015).

There are three types of the training need analysis and these needed to be categorized clearly to undertaken the need analysis. These three are; 

Figure 2: Training need analysis tool (Source: Edgepoint,2021)

·         Organizational

·         Team

·         Individual

Steps of the training need analysis can be recorded as per the identification of the designation and the category which the employee is related with (Ofluoglu & Cakmak, 2011; Shah & Gopal, 2012).

First Step – Identification of the organizational objectives and goals

It is very important to make the clear definition and understanding on the objectives of the organization to understand the outcome of the employees and the expected outcome of the employees.

Second Step – Identification of the skills that are needed in achieving objectives

There can be different skills which are needed by each category of the employees to meet the necessary objectives in the organization and it is must to have clear understanding on these skills.

Step Three – Evaluation of the existing level of performances and skills in employees

Identification of the current level with different methods can make the clear explanation on the level of employees and the areas which are in the need of modification

Step Four – Identification of the courses and training applications available to fill the gap in the skill requirements

There can be a gap in the skill levels and it needed to be filled by clear understanding on the training methods. There are different methods and the best usage of correct one is important

Step Five – Develop training program

As per the needs, training program can be developed 

Conclusion

Training need analysis is essential in the organizations in order to understand the gaps in the skills and to provide better development applications to achieve the success in the employment applications. There are different methods in the need analyzing process and it is important to understand these methods as per the level of needs in the organizations. Training need analysis have several steps and following each in precise manner is a responsibility in HR department.

References

bin Arshad, M. A. et al., 2015. A study on training needs analysis (TNA) process among manufacturing companies registered with Pembangunan Sumber Manusia Berhad (PSMB) at Bayan Lepas Area, Penang, Ma, s.l.: Mediterranean Journal of Social Sciences, 6(4), p.670.

Cotes, J. & Ugarte, S. M., 2019. A systemic and strategic approach for training needs analysis for the International Bank, s.l.: Journal of Business Research.

Ludwikowska, K., 2018. The effectiveness of training needs analysis and its relation to employee efficiency, s.l.: Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie.

Ofluoglu, G. & Cakmak, A. F., 2011. Techniques of Training Needs Analysis in Organizations, s.l.: International Journal of Learning, 18(1).

Shah, H. & Gopal, R., 2012. Training needs analysis for bus depot managers at GSRTC, s.l.: European Journal of Training and Development.