Kyko Management By Needs

KYKO PEOPLE MANAGEMENT SYSTEM: MANAGEMENT BY NEEDS Exceptional Management depends on the critical success factors of an organization. The key successful factors generally include production, servicing, marketing and sales, technology, research, customer loyalty, information system, leadership, key performance indicator, competency management, etc. Mention any of the key success factors, and it will depend on the people who control them. In other words, the success of an organization is dependent upon the quality of human resources it possesses. It is therefore vital to ensure that the human resources are effectively managed to achieve organizational vision, mission, goals and objectives. There are many theories propounded by renown psychologists and social behaviourists that try to explain linkages between human needs, motivation and behaviours as follows: 1) Psychodynamic Theories (Sigmund Freud and Carl Jung) 2) Social Cognitive Theories (Albert Bandura, Kurt Lewin, Julian Rotter) 3) Conditioning Theories (Pahlov, Skinner, Watson) 4) Humanistic Theories (Abraham Maslow, Aldefer, Mc Celland, Carl Roger, Sullivan and Murray) 5) The Trait Theories (Scientific approach of classifying traits of Allport Gordon and Cattell ) 6) Genetic Theories (nature vs nurture theories by various biologists and sociologists) To summarise, these theories basically agreed that human behaviours are driven by inner physiological or psychological states, or NEEDS and WANTS.

Needs, Wants and Behaviour The Merriam-Webster dictionary has defined needs and wants as follows:

Needs: A physiological or psychological requirements for the well being of an organism Wants: To have a strong desire for something Needs, which are vital for survival and growth, will create strong desires as Wants, and in turn will propel the organisms to exhibit certain behaviours. Needs represent the inner state and are subjected to change depending on the circumstances. Wants are dictated and affected by combination of inner needs. Behaviours are relatively variable, driven by Wants. When needs are energized, it will create wants which leads to observable and tangible behaviours. It is therefore more accurate to measure needs to predict future behaviours. Instead of rewarding positive and punishing negative behaviours, it is more meaningful to observe the causes of those behaviours and to take preventive actions before undesirable behaviours emerges. It is also more effective to manage the human resources basing on their needs rather than trying to closely monitor and control their behaviours. It is therefore imperative to develop an Integrated Model encompassed the above schools of thoughts to assess human needs more accurately. As a result, KYKO Five Dimensional Model of Human Personality Profile is developed bases on the multiple theoretical constructs via the six schools of personality theories to explain patterns of human behaviours. Base on the premise that human behaviours are motivated by needs satisfaction and deprivation, it clusters human traits objectively into five need clusters or dimensions: •

Ego need trait cluster which forms a dimension of our personality known as the Egocentric Dimension – The need for power, image and control

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Sociocentric need trait cluster which forms the second dimension of our personality known as the Sociocentric Dimension – the need for love, care, companionship and affiliation

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Security need trait cluster which forms the third dimension of our personality known as the Security Dimension – The need for safety, system, structure, order and protection

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Self-Actualizing need trait cluster which forms the fourth dimension of our personality known as the Self-Actualizing Dimension – the need for growth, progress, self development, achievement and fulfillment

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Survival need traits cluster, which forms the fifth dimension of our personality known as the Manipulative Dimension – the need to adapt, change and be flexible to survive in a turbulent dynamic environment

KYKO People Management System KYKO, an acronym for “Know Yourself, Know Others” adopted from Sun Tzu “The Art Of War”, enable one to understand oneself and the significant others. KYKO Management System is a management model that helps the management to manage the human resources effectively and efficiently in order to make things happen with the peers, through the subordinates, for the stakeholders. It encompasses various processes in planning, organising, directing and controlling functions of managing an organization.

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

Using KYKO Psychometric Personality Profiling tool to assess and interpret human needs and personality, one can gain a good understanding on the strengths and weaknesses of oneself and others in the organization. It will then be organized and downloaded into KYKO Management Information System to extract information for various usages. Not only weaknesses of the human resources are identified, corrective actions are suggested, and KYKO based seminars will then be conducted to improve the necessary management skills. By adopting these tools and seminars, the KYKO People Management System addresses all aspects of managing human resources, including human resourcing, employee development, and employee relations as shown in the figure below: EMPLOYEE RELATIONS HUMAN RESOURCING

EMPLOYEE DEVELOPMENT

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 CORDIAL AND HARMONIOUS RELATIONSHIPS AMONG EMPLOYEES

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

To implement KYKO People Management System successfully, it is advisable to follow the implementation methodology basing on 4 I’s Approach closely.

Stages Introduction Stage

Activities - To instill the KYKO knowledge and environment - To prepare the human resources to be ready for change

Identification Stage

Interpretation Stage

- KYKO Based seminars - To identify personality profile requirements of every job and convert into job profile to establish Job Profile (JP) matrix - To start profile testing for human resources, and compile results to create Human Assets Personality Profile (HAPP) list - To update all these information into KYKO Management Information System - To match JP matrix with HAPP list

- To identify JP-HAPP gap Implementation Stage - To use KYKO Management Information System for various functions in human resource management – eg. Job fit, personnel recruitment and selection, succession planning, career path planning, restructuring/redeployment, training & development - To conduct trainings and seminars as and when required to close the JP-HAPP gap

An example of JP Matrix

An example of HAPP List

Departments Finance & Admin AAA, Manager BBB, Executive

Human assets personality dimensions SA M E SE SO D H

H L

D E

D F

H E

Sales & Marketing CCC, Manager DDD, Customer Service Officer

H F

H F

H E

L H

F H

The Uniqueness of KYKO KYKO is unique and the only one of its kind in the market. It has several advantages over its competitors in the market: 1) It is a comprehensive management system and a total human resource solution, completed with its own model, process flow, implementation methodology, and tools 2) It has wide applications – applicable to the entire management function as compared to others which have limited functions 3) It is based on multiple theoretical constructs 4) It is free from human bias because KYKO personality formula, derived from the Five Dimension Personality model, are supported by a group of personality psychologists 5) It consists of infinite human typology – every human personality is unique, just like thumbprints 6) It is inclusive of all psychological traits 7) It is base on situational approach 8) It is sensitive to environmental differences 9) It is able to identify and interpret positive as well as negative traits and qualities 10) It is scalable and can be customized to the requirements of the organisation 11) It is a diagnostic as well as a treatment tool 12) Its accuracy rate is above 80% as compared to around 55% for others in the market 13) It provides the ‘what’ and ‘why’ explanations for human behaviours, whereas the other tools in the market are limited to explaining the ‘what’ aspect only

14) Other comparisons between KYKO and other competitors in the market are summarized as follows:

By implementing KYKO Management System, the organisation is expected to realise the following advantages:  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 positive corporate culture  Enhance overall organizational efficiency and effectiveness