Kyko Management By Needs

A PRESENTATION ON

KYKO

TM

PEOPLE MANAGEMENT SYSTEM

Visit us at www.uniqueprofiling.co

KYKO An Acronym for

KNOW YOURSELF KNOW OTHERS

“If you know the enemy and know yourself, you need not fear the result of a hundred battles. If you know yourself but not the enemy, for every victory gained you will also suffer a defeat. If you know neither the enemy nor yourself, you will succumb in every battle” Sun Tzu, “The Art of War”

The success of an organization rests on the MANAGEMENT of the HUMAN RESOURCES of the company

AN ORGANISATION MUST MANAGES ITS RESOURCES ….. ORGANISATION

HUMAN RESOURCES

ECONOMIC RESOURCES

…..BUT IT IS THE HUMAN RESOURCES THAT EVENTUALLY CONTROLS THE ECONOMIC RESOURCES

THE CRITICAL SUCCESS FACTORS OF AN ORGANISATION ARE DRIVEN BY HUMAN RESOURCES AS WELL CRITICAL SUCCESS FACTORS (PRODUCTION, SERVICE, SALES & MARKETING, TECHNOLOGY ETC) DRIVEN BY

HUMAN RESOURCES

Part 1: Overview of KYKO People Management System

WHAT IS KYKO PEOPLE MANAGEMENT SYSTEM? • IT IS A MANAGEMENT SYSTEM THAT RELIES AND BASES ON KYKO 5 DIMENSIONAL MODEL OF HUMAN PERSONALITY PROFILE • IT ADDRESSES VARIOUS ASPECTS, ROLES AND FUNCTIONS OF MANAGING AN ORGANISATION: PLANNING, ORGANISING, DIRECTING AND CONTROLLING

HOW DOES KYKO PEOPLE MANAGEMENT SYSTEM WORKS? •

THROUGH PLANNING, ORGANISING, DIRECTING AND CONTROLLING THE HUMAN RESOURCES OF AN ORGANISATION

•

WILL ALSO COMPLEMENT THE EXISTING MANAGEMENT SYSTEM SUCH AS MIS, MBO, TQM, MBSD, MBR, MBF,MBE ETC

•

KYKO PSYCHOMETRIC PROFILING TOOL TO ASSESS AND INTERPRETE HUMAN PERSONALITY AND BEHAVIOUR TO HAVE A GOOD UNDERSTANDING OF ONESELF AND OTHERS

•

KYKO BASED SEMINARS TO ACQUIRE NECESSARY MANAGEMENT SKILLS

OR

IMPROVE

THE

THROUGH THE ABOVE, THE MANAGEMENT FUNCTIONS CAN BE CARRIED OUT EFFICIENTLY AND EFFECTIVELY

THE KYKO MANAGEMENT PROCESS ORGANISATIONAL GOALS AND OBJECTIVES PLANNING •REVIEWING EXTERNAL AND INTERNAL ENVIRONMENT •UNDERSTANDING THE CAPABILITIES AND LIMITATIONS OF HUMAN AND ECONOMIC RESOURCES •ESTABLISHING STRATEGIC, TACTICAL AND OPERATIONAL PLANS

ORGANISING & DIRECTING •ALLOCATING AND ARRANGING ORGANISATION’S HUMAN AND ECONOMIC RESOURCES TO ENSURE THAT PLANS CAN BE CARRIED OUT SUCCESSFULLY •LEADING HUMAN RESOURCES TO ENGAGE IN THE WORK BEHAVIOURS NECESSARY TO REACH ORGANISATIONAL GOALS

CONTROLLING •REGULATING HUMAN RESOURCE ACTIVITIES SO THAT ACTUAL PERFORMANCE CONFORMS TO EXPECTED ORGANISATIONAL STANDARDS TO ACHIEVE ORGANISATIONAL GOALS AND OBJECTIVES

KYKO ADDRESSESS ALL ASPECTS OF HUMAN RESOURCE MANAGEMENT HUMAN RESOURCING

EMPLOYEE DEVELOPMENT

EMPLOYEE RELATIONS

PLANNING, RECRUITING, SELECTING, RESTRUCTURING, REDEPLOYMENT AND TERMINATION OF HUMAN RESOURCES

IDENTIFYING TRAINING NEEDS AND JOB FIT, SUCCESSION PLANNING AND CAREER PATH DEVELOPMENT

ADDRESSING AND PREVENTING POTENTIAL CONFLICTS, BUILDING HIGH PERFORMANCE TEAM

KYKO MANAGEMENT INFORMATION SYSTEM KYKO PSYCHOMETRIC PROFILING TOOL AND KYKO BASED TRAINING & SEMINARS

THE KYKO IMPLEMENTATION METHODOLOGY: THE 4 I’s APPROACH INTRODUCTION STAGE

IDENTIFICATION STAGE

INTERPRETATION STAGE IMPLEMENTATION STAGE

FEEDBACK & CONTROL

WHY KYKO IS UNIQUE 1) A TOTAL SOLUTION AND A COMPREHENSIVE MANAGEMENT SYSTEM 2) BASED ON MULTIPLE THEORETICAL CONSTRUCTS 3) FREE FROM HUMAN BIAS 4) INFINITE COMBINATION OF HUMAN TYPOLOGY 5) INCLUSIVE OF ALL PSYCHOLOGICAL TRAITS 6) SITUATIONAL APPROACH 7) ABLE TO IDENTIFY AND INTERPRET POSITIVE AND NEGATIVE TRAITS AND QUALITIES 8) SCALABILITY 9) SUITABLE FOR DIAGNOSTIC AND TREATMENT 10)ACCURACY RATE ABOVE 80%

WHY KYKO IS UNIQUE Instrument

Personality Types

Current Popular Psychometric Assessment Tool

Theoretical Construct

Taxonomy

Myers Briggs (MBTI)

Carl Jung

Four pair of polar traits

Forced choice

16 Types

Four adjectival Descriptors

Forced choice

16 Types

Thomas International (DISC)

William Marston

Big Five Factors (OCEAN)

No Theory

Five adjectival descriptors derived from traits theorists

Likert scale of 1-5

32 Types

Leornard Personality (LPI )

Hippocrates

Likert scale of 1-5

32 Types

Harrison Innerview

Carl Jung – Paradox Theory

Five adjectival descriptors geared to his name Not defined. Combination of psychological opposite

KYKO Personality Profile

Integration of multiple schools of theories

Human Needs

Likert Scale of 1- 7

Likert scale of 1-10

* Please refer to Part 3 for a detail comparison

NA

Unlimited

WHY KYKO IS UNIQUE INNER NEEDS

WANTS

BEHAVIOURS

QUITE STABLE; WHEN ENERGISES, BEHAVIOUR BECOME TANGIBLE AND OBSERVABLE

DICTATED AND AFFECTED BY COMBINATION OF INNER NEEDS

MOST VOLATILE AND UNPREDICTABLE; AFFECTED LARGELY BY ENVIRONMENT

EG. HIGH SECURITY NEED

WANT SAFETY, ORDER SYSTEM, STRUCTURE AND PROTECTION

BUYING HOME ALARM SYSTEM/INSURANCE

KYKO MEASURES THIS TO UNDERSTAND ‘WHAT’ AND ‘WHY’ OF BEHAVIOURS

FOLLOW RULES AND REGULATIONS

OTHER TOOLS MEASURE THIS AND TRY TO UNDERSTAND THE ‘WHAT’ ASPECT OF BEHAVIOURS

BENEFITS OF KYKO MANAGEMENT SYSTEM        

Cost and time savings for Recruitment & Selection Higher employees productivity and performance Higher quality products & excellent services deliverables Identify & sustain the retention of good employees Training & development Reduce labor turnover Create a better quality corporate culture Enhance overall organizational efficiency and effectiveness

POTENTIAL USAGES OF KYKO PEOPLE MANAGEMENT SYSTEM • For all organisational setups – profit and not-for-profit organisations, and various organisational structures • For all industries – education, services, trading, manufacturing, banking, government bodies etc • For everyone – individuals, parents, students, management, employers,

HOW KYKO CAN HELP THE LOGISTIC SERVICES PROVIDER • Service industry and hence HR are important – services are rendered through HR! • Management of managers, executives and operating core • Assist in identifying potential of staff for training needs, career development and succession planning etc • Assist in recruiting and retaining good staff example: • Warehouse manager – highly ethical, responsible, meticulous, reasonably sociable (HSA, HSE, FSO)

KYKO IN ACTION: APPLICATION IN THE EDUCATION INDUSTRY Objective: To develop the students intellectually, emotionally, socially spiritually and physically in the process of acquiring life skills so that they can contribute meaningfully to the society and world at large Knowing oneself • The principal and head of schools to understand own leadership styles, strengths and weaknesses to improve leadership and management skills Knowing others • To understand the strengths and weaknesses of academic staff to improve their teaching methods and counseling skills • To understand the strengths and weaknesses of non-academic staff to develop their strengths and overcome their short-

KYKO IN ACTION: APPLICATION IN THE EDUCATION INDUSTRY Application Introduction Stage: Train principal, head of schools, academic staff and department on the principles and applications of KYKO

HR

Identification Stage: • Use KYKO for Principals, KYKO for Teachers and KYKO for Secondary Students or KYKO for University Undergraduates profiling tests to identify their personality profiles and establish HAPP lists for academic/nonacademic staff and students • Use KYKO 5 dimensional model to translate job descriptions and requirements to establish JP matrix for staff

KYKO IN ACTION: APPLICATION IN THE EDUCATION INDUSTRY

Application

Interpretation Stage: • •

Staff: Identify JP-HAPP gap by matching JP matrix and HAPP list Students: Sort students according to their needs, behaviours and learning styles

Implementation Stage: •

•

Staff: Identify training needs and job fit, redeployment, address and prevent potential conflicts, manage staff effectively according to their personalities to build high performance team, etc Students: Counsel and coach students according to their

KYKO IN ACTION: APPLICATION IN THE EDUCATION INDUSTRY

Benefits

• Common KYKO language and understanding – to facilitate management of staff and students • More cohesive and conducive working environment for academic and non academic staff • Improved teaching method according to different learning styles of students • Help students to develop holistically – to build on their strengths and overcome their weaknesses

HOW KYKO CAN HELP THE AUDITING FIRMS

Applications

• Management of professional and non professional staff • Assist in identifying potential of staff for training needs, career development and succession planning etc • Assist in recruiting and retaining good staff • Use of KYKO tools in their daily jobs: • Fraud investigation • Head hunting • Auditing to understand the control environment • Identifying candidates for transfer/termination

KYKO’S LOCAL AND INTERNATIONAL CLIENTS

TESTIMONIALS

"I have gone through the instrument and got my profile. It seems to be a good tool as it covers many dimensions. I am very impressed with the dimensions covered. It is very user friendly. ….. This is a good tool …. " Dr T V Rao “The Father of Indian HRD” Chairman of TVRLS India Chairman of the Academic Council, India Executive Committee of the Academy of HRD, India Founder president of the National HRD Network, India Founder president of the Indian Society for Applied Behavioural Sciences, India

TESTIMONIALS

“.....The tool offers a very comprehensive, complex and yet definitive understanding of varieties of people in Organization. It not only offers statements in figures and graphs ones position in various dimension of personality, but charts out for each individual a profile of the person with such score on each dimension, his strengths and weakness, areas of success and failure, training needs, plans for improvement, gaps and possible ways of handling them. I am sure that it will be an excellent tool for selection, placement, training, counseling and in fact the tool could be a navigation path for ones career choice, development and progress. Its adaptation to self administration and exhaustive self analysis and action plan online in a most user friendly manner is a great asset for all in the field. An immensely beneficial tool for all people in Organization and Industry.” Dr. M. S. Thimmapp PhD., F.I.A.C.P., F.N.A Psy.

TESTIMONIALS

“…..  I am impressed on how easy it is to use, the quality of the questions, how the results are presented and the accuracy of the results I received against my own profile.” Jeff Goddard MD, Company Alliances, UK

“I have used many profiling tools.  Many of these tools gave me surprises. KYKO is reasonably accurate in predicting my personality profile.“ CEO Carsem Sdn Bhd, Malaysia

"KYKO is a powerful tool for all TESTIMONIALS human resource functions. The

"KYKO is a practical tool for selection of new intake; job fit analysis, explanation of behaviors and compatibility between two individuals. It is also a good tool for self realization of one’s strengths and weaknesses for future development.“

Group Human Resource Manager Carsem Sdn Bhd, "KYKO is a miraculous tool. Malaysia

report is invaluable for hiring, placement, training needs and personal development. KYKO is a very accurate tool.  I have used KYKO on my incumbents and was excited to find that KYKO that my good performers and marginal performers share common traits and characteristics." Manager Sony Electronics (M) Sdn Bhd, IMalaysia use the reports to match the right

person for the right job. I see a tremendous change of attitude when I put my people in the right place." Human Resource Manager Omron Electronics Sdn Bhd, Malaysia

…..…… and many more

Part 2: Understanding KYKO 5 Dimensional Model of Personality

What is Personality? What shaped our personality profile?

Personality is defined as … • Layman: It is the essential character of a person. • Psychology: • the sum total of the mental, emotional, social and ethical characteristics of an individual • the organized pattern of behavioral characteristics of the individual

 Our personality shaped by:

profile

is

largely

 our past experiences;  our environment;  our genes  It is continually changing encounter future experiences

as

we

THEORETICAL CONSTRUCT OF KYKO It is a five-dimensional model of human personality profile, developed based on widely accepted Personality Theories, Social Learning Theories, and Needs and Deprivation Theories by world renown psychologists and human behaviourists

THEORETICAL CONSTRUCT OF KYKO

hodynamic Theories

mund Freud and Carl Jung

al Cognitive Theories

ert Madura, Kurt Lewin, Julian Rotter

ditioning Theories

ov, Skinner, Watson

anistic Theories

aham Maslow, Aldefer, Mc Celland, Carl Roger, Sullivan and M

Trait Theories

ntific approach of classifying traits of Allport Gordon and Cat

etic Theories

ure vs nurture theories by various biologists and sociologists

THEORETICAL CONSTRUCT OF KYKO In KYKO’s Personality Model – our personality is made-up of the following five (5) “inner-self” dimensions:  Self-Actualizing (SA) – Goldstein, Alderfer, Mc Celland and Carl Rogers

Maslow,

 Egocentric (E) – Maslow, Mc Celland and Murray  Sociocentric (SO) – Maslow, Mc Celland, Murray and Alderfer  Security (SE) – Maslow, Murray and Alderfer

With these dimensions,  Manipulative (M) –5Albert Bandura EVERY

psychological traits or adjectival descriptors

SA Self-Actualizing Dimension (SA) The behavioral traits or quality of an individual that depicts the need for achievement, growth, progress, improvement, fulfillment and to find meanings in life.

SA Self-Actualizing Dimension Achievement = Results Growth, Progress = Learning Improvement = Setting goals / visionary Fulfillment = Satisfaction Meanings in life = Philosophical

SA SA Dimension has 2 distinct personality types: Normal Type (High SA) High desire for achievement, growth, fulfillment and to find meaning in life. Neurotic Type (Low SA) Low desire for achievement, growth, fulfillment and to find meaning in life.

SA KYKO Test measures 5 levels of the SA Dimension Normal Type (HSA) Hand-working, Responsible, Ethical, etc Fairly Normal Type (FSA)

Fair,

Quite hardworking, Fairly responsible, Quite Fair, etc Normal-Neurotic Type (ESA) Erratic, Inconsistent, Moody, Moderate pace, etc Next … Egocentric

SA KYKO Test measures 5 levels of the SA Dimension- Contd. Fairly Neurotic Type (BSA) Quite slow pace, Tendency to avoid responsibility, Quite bias, etc Neurotic Type (LSA) Slow pace, etc Next … Egocentric

Shirk responsibility, Bias,

E Egocentric Dimension (E) The behavioral traits or quality of an individual that depicts the need for power, status, prestige, image and control.

E E Dimension has 2 distinct personality types: Assertive Type (High E) A high desire or need for power, status, fame, style, image, recognition, respect, dominance and to control the environment. Submissive Type (Low E) A low desire or need for power, status, fame, style, image, recognition, respect, dominance and to control the environment.

E  5 Level of Measurement for E Dimension Assertive Type (HE) Dominant, Takes Charge, status conscious, etc

Fairly Assertive Type (FE) Quite aggressive, Prefer to take charge, Fairly status conscious, etc

Assertive-Submissive Type (EE) No preference to lead or follow, Comfortable with or without authority, etc.

Next … Sociacentric

E  5 Level of Measurement for E Dimension-Contd. Fairly Submissive Type (BE) Quite gentle, fairly lenient, somewhat permissive, etc. Submissive Type (LE) Passive, gentle, soft, humble, lenient, etc

Next … Sociacentric

SO Sociocentric Dimension (SO) The behavioral traits or quality of an individual that depicts the need for love, care, companionship, social interaction, and affiliation

SO SO Dimension has 2 distinct personality types: Sociable Type (High SO) A high desire or need for love, care, belongingness, affiliation, social interaction and acceptance. Asocial Type (Low SO) A low desire or need for love, care, belongingness, affiliation, social interaction and acceptance.

SO 5 level of Dimension: -

measurement

for

the

SO

Sociable Type (HSO) Deep well for feelings, Affectionate, Caring, Emotional, Sensitive, etc

Fairly Social Type (FSO) Fairly deep well for feelings, Quite affectionate, reasonably supportive, fairly sensitive, etc

Social-Asocial Type (ESO) Lukewarm relationship, feelings, etc. Next … Security

moderate

well

for

SO 5 level of measurement Dimension: contd

for

the

SO

Fairly Asocial Type (BSO) Fairly shallow well for feelings, Quite aloof, Somewhat insensitive, Lacks empathy, etc

Asocial Type (LSO) Shallow well for Insensitive, etc

Next … Security

feelings,

Aloof,

Detached,

SE Security Dimension (SE) The behavioral traits or quality of an individual that depicts the need for safety, order, systems, structure and protection.

SE SE Dimension has 2 distinct types: Pragmatic Type (High SE)

personality

A high desire or need for safety, order, structure, system, and protection. Adventurous Type (Low SE) A low desire or need for safety, order, structure, system, and protection.

SE 5 level of measurement for SE Dimension

Pragmatic Type (HSE) Detail Oriented, Meticulous, Careful, Obedient, etc

Fairly Pragmatic Type (FSE) Quite organized, somewhat meticulous, quite careful, etc.

Next … Manipulative

SE 5 level of measurement for SE Dimension Pragmatic-Adventurous Type (ESE) Average respect for rules, Moderately cautious, etc

 Fairly Adventurous Type (BSE) Quite spontaneous, Somewhat forgetful, fairly messy, take fairly high risk, etc

Adventurous Type Type (LSE) Disorganized, forgetful, etc.

Next … Manipulative

messy, take high risk,

M Manipulative Dimension (M) The behavioral traits individual that depicts and change for survival

or quality of an the need to adapt and growth.

M M Dimension has 2 distinct personality types: Dynamic Type (High M) A high desire or need for information, influence, adaptation, change and utilize other for survival and to satisfy dominant needs. Static Type (Low M) A low desire or need for information, influence, adaptation, change and utilize other for survival and to satisfy dominant needs.

M 5 level of measurement for M Dimension Dynamic Type (HM) Inquisitive, Helicopter Insightful, strategic, etc

View,

Perceptive,

Fairly Dynamic Type (FM) Quite inquisitive, Fairly perceptive, insightful, Somewhat strategic, etc

Quite

Dynamic-Static Type (EM) Partial Vision, Insight, etc.

Next … Understand KYKO’s Formula

Moderately

Flexible,

Average

M 5 level of measurement for M Dimension Fairly Static Type (BM) Quite naïve, Fairly Gullible, Quite Blunt, Quite Trusting, etc

Static Type (LM) Naïve, gullible, Blunt, Trusting, Blur, etc.

Next … Understand KYKO’s Formula

KYKO’s Formula Always write KYKO’s formula according to the sequence: -

M + SA + E + SO + SE Conversion of formula into text Conversion of text into formula

KYKO’s Formula Conversion of formula into text: 1. Formula: HSA Goal-Oriented, Development 2. Formula: HE

Motivated,

Driver, Winner, Ambition 3. Formula: HSO Friendly, Helpful, Player. 4. Formula: HSE Systematic, Low Risk

Visionary,

Uncompromising,

Caring,

Caution,

Supportive,

Secretive,

Self

Image,

Team

Law-abiding,

KYKO’s Formula Conversion of text into formula: 1. John is a calculative person Formula: HM 2. John is a calculative person and friendly Formula: HM+HSO 3. John is a calculative person, friendly, responsible, use power and system to get things done. Formula: HM+HSA+HE+HSO+HSE Next … Exercise # 1 & # 2

Sample of Profiling Report

Sample of Profiling Report

Example of JP Matrix

Example of HAPP List

Human assets personality dimensions Departments

SA

M

E

SE

SO

AAA, Manager

D

H

D

D

H

BBB, Executive

H

L

E

F

E

CCC, Manager

H

H

H

L

F

DDD, Customer Service Officer

F

F

E

H

H

Finance & Admin

Sales & Marketing

KYKO People Management Concept Train you to analyse a person’s personality and manage them using the KYKO 5 dimensions

How do you manage an employee / peer with this type of KYKO personality profile? SA

SO = High SE = High M

SE

M

SO

E

= High

Samples of Career / Job Fit using KYKO Personality Profile: Sales / Public Relations Manager & Administrator Supervisor & Line Leader Auditor & Accountant

Sales / Public Relations

SA

SA = High SO = High M

SE

M

SO

E

= High

Manager & Administrator

SA

SA = High M

= High

SE = High SE

M

SO

E

Supervisor & Line Leader

SA

SA = High M

SE

M

SO

E

= High

Auditor & Accountant

SA

SA = High SE = High

SE

M

SO

E

Part # 3: Comparison of KYKO with Other Prominent Psychometric Tool in the Market

Comparison between KYKO and Myers Briggs (MBTI), Thomas International: DISC, and The Big Fives

    

Popular Psychometric Personality Test

DISC MBTI – 16 types Harrison Innerview Big Five Factors KYKO Personality Test – the latest technology that goes beyond predicting human differences

Theoretical Construct 

  

KYKO – Develop from an integration of psychodynamic, socio-learning, humanistic and cognitive theories Myers Briggs (MBTI) – Develop from the psychodynamic theory of Carl Jung DISC – Develop from the sociocognitive theory of William Marston The Big Fives – Develop form the trait theory

KYKO Premises   



Behavior is motivated by needs Human behavior lies in the continuum of relatively good and bad Human behavior lies in the continuum of relatively simple and complex – thus no two human beings are alike Human personality is alive and dynamic, it actualizes and deactualizes with past, present and future experiences

Myers Briggs Premises  



Behavior is constant Human personality can be classified under four pairs of polar traits via extraversion and Introversion; Judging and Perceiving; Intuition and Sensing; Thinking and Feeling Human being can be slot into 16 personality types

Thomas International: DISC premises

Behavior can be explained through our reactions towards our environment  Behavior can be described on a scale from antagonistic to favourable reactions within this environment, with the person's reaction measured on a basis of active to passive. 1. DOMINANCE:an active, positive posture in an unfriendly environment. 2. INFLUENCE: an active, positive posture in a favourable environment. 3. STEADINESS:passive agreeableness in a favourable environment. 4. COMPLIANCE:a cautious, undecided response to an antagonistic environment designed to calm the degree of antagonism. 

Big Fives Premises 



Our personality is made up of 5 main traits via openness, conscientiousness, extraversion, agreeableness and neuroticism Behavior can be explained more scientifically by classifying human quality under the above adjectival descriptors

Classification of Traits 

 



KYKO – Human traits classified under the 4 schools of psychological theorists via Self-actualizing, Egocentric, Sociocentric, Security and Manipulative dimensions Myers Briggs (MBTI) - Human traits classified under 4 pairs of polar traits Thomas International (DISC) – Human traits classified under 4 adjectival descriptors via Dominance, Influence, Steadiness and Compliance The Big Fives – Human Traits classified under 5 adjectival descriptors via Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism

Typology of Personality 1. Myer Briggs - 16 types 2. Thomas International – 256 Types 3. Big Five Factors – 3125 Types 4. KYKO - Infinite

INSTRUMENTATION Myer Briggs – Forced Choice DISC – Forced Choice Big Five Factors – Likert Scale of 1- 5 KYKO – Likert Scale of 1 - 7

Functions 



KYKO can perform all the functions of Myers Briggs, Thomas International and the Big Fives Kyko is unique in identifying behavioral patterns that can be used to find solutions to human problems both in the corporate and educational sectors

User Friendly 



KYKO is easier to understand than other psychometric instruments It is a practical tool to manage all human resource functions

      

PERSONNEL SELECTION PERSONAL DEVELOPMENT JOB-PERSONALITY FIT SUBORDINATE-PERSONALITY FIT TRAINING AND DEVELOPMENT SUCCESSION PLANNING RETRENCHMENT

THANK YOU for giving me the opportunity to share with you about the Power of KYKO The End

High Performers Quality employee = Competency + ORGANIZATION SUCCESS Commitment

Quality employees, the critical success factor, depends on the HR to

hire the best caliber people from the market putting people in place - match the right person for the right job develop the potentials of employees through training and mentoring promoting the right people to positions of higher responsibilities implementing a career succession plan effectively

POWER OF KYKO KYKO CAN PREDICT ACCURATELY HOW YOU THINK, FEEL AND DO AND EXPLAIN WHY YOU ARE BEHAVING THE WAYS YOU DO IN A PARTICULAR ENVIRONMENT

FEATURES OF KYKO 1.Wide usages – from personal  to commercial, and from general to industry specific usages 2.Diverse range of products – cater for different usages and suitable for individuals, parents, students, and employers 3.Easy to use and interpret - each application comes with a comprehensive report with graphical illustrations 4.Multiple theoretical construct - incorporated renown personality and behavioral theories particularly from psychodynamic, social learning, social cognitive theories and the humanistic schools of thoughts 5.Free from human bias - by combining the compatible views of various gurus in personality to develop KYKO five

FEATURES OF KYKO 6. Infinite combination of human typology - not to putting a number on the typology of personality as no two human is alike.  Every human being is unique just like our thumb print 7. Situational approach - human personalities and behaviors are not constant, but are complex and varies with the situations and across time 8. Inclusive of all psychological traits  - by classifying human differences based on their inner states such as desires, wants, needs and motives, all psychological traits are included 9. Able to identify and interpret positive and negative traits and qualities - both positive and negative traits are identified and measured, and

Why do you Need to Know Yourself and Know Others “If you know yourself and other you need not fear the result of a hundred deals. If you know yourself but not other, for every success gained you will also suffer a failure. If you know neither yourself nor other, you will lose in every deal.” Adapted Quotation Version of Sun Tzu by Bernard A.T. Tan