Humanmetrics Jung Typology Testyour Typeistjintrovert38 Sensing1 ✓ Solved
Humanmetrics Jung Typology Testâ„¢ Your Type ISTJ Introvert(38%) Sensing(1%) Thinking(3%) Judging(9%) · You have moderate preference of Introversion over Extraversion (38%) · You have marginal or no preference of Sensing over Intuition (1%) · You have marginal or no preference of Thinking over Feeling (3%) · You have slight preference of Judging over Perceiving (9%) How Do You Want to Leverage The Type? Self-development ISTJ Type Description ISTJs are often called "inspectors". They have a keen sense of right and wrong, especially in their area of interest... Read full description » ISTJ Careers · Career choices for your type · Communication skills · Learning style · Famous ISTJs Click to view » Business use Staff Development & Teamwork Use advanced Jungian typology to improve collaboration, become better leader, and manage conflicts.
Learn how » Pre-employment Testing Identify candidate's strengths, conduct effective interviews and assess compatibility. Learn how » HUMAN RESOURCE MANAGEMENT 5 HUMAN RESOURCE MANAGEMENT Johnny Andino Keiser University April 11, 2021 Human Resource Management Human resource management comprises those activities meant to help in the provision for and coordination of an organization's human resources. Its functions refer to those workers carried out in an organization, both small and large organizations, helping in the provision and coordination of human resources in the Organization. This function includes the following development of the human resource, human resource planning, recruitment and selection, benefits and compensation, safety, and health.
It also builds a relationship between employee and labor (Collins, C.J.2021) between the employees and the Organization's workers. This brings harmony and good understanding to the whole Organization hence improving workers' performance. In the Organization, human resource plays a significant role in developing, reinforcing, and changing an organization's culture; it expands, supports, and finally changes an organization's culture. This creates room for easy adoption into the new organizational culture by the new workers in the Organization because they are adapted to changes. On the other hand, human resources are opposed because of the following reasons lack of top management support.
HRM should have the permission of top-level management; when there is a change of attitude by the top management, there can be a realization of good results while implementing Human Resource Management. Personnel management people handle passive attitudes at the top. Unless there is a change in top management approach and attitude, W will realize nothing good in the Organization. There is also improper actualization; there should be proper training, assessment, and should take development requirements of employees, needs, and people's aspirations into consideration during human resource policymaking. When this is not considered, then the Organization might experience a significant loss, and finally, there are inadequate development programs in HRM.
There should be an implementation of planning career, job training, development programs, and counseling. It should also create an atmosphere for learning within the Organization. Although HRM has some weak points, I would like to support it because it is more advantageous. Therefore, I would plead with my admirably curious audience to consider human resources and give them a priority. Rural Urban Migration Rural Development as a means of controlling Rural-Urban Migration is a crucial topic addressed in Public Policy and Administration.
In every state and rapid development and modernization, rural areas are very major sectors for the states to experience all those signs of progress. Hence, it has gained the attention of policymakers and governments all over the Globe, and This is because most countries' future depends on rural. After all, a considerable number of people reside in the rustic. According to the American Bureau of Census, it classifies a group of people living in a community having a population of not more than 2500 people as rural. There are so many criteria that can be used to identify rural areas.
Those criteria include the development of infrastructure, occupation, and, finally, housing. Generally, those who reside in rural areas don't have voices; in short, they are less vocal as a result of poverty, most of the people live above subsistence level, most of the people residing in these areas are usually denied their basic needs of life, housing, and food, medical care, education transport, etc. The government should enhance and contribute to rural sectors due to their significant contributions to the state's economy. This is necessary because it will promote the sector's increased contribution to the general growth and development nationally. Unfortunately, most states' story has been more urban-based over the years, and the Rural have been opted-out in most cases as far as development is concerned.
There has been an increase in socio-economic problems due to uncontrolled rural-urban migration. Therefore, it then calls for an urgent measure that can help combat Rural-Urban migration. I, therefore, prefer Human Resource Management because it is primarily career-based and explains the roles of a human resource manager exclusively. References Collins, C. J. (2021).
Expanding the resource-based view model of strategic human resource management. The International Journal of Human Resource Management , 32 (2), 331-35 Schultz, T. P. (1971). Rural-urban migration in Colombia. The Review of Economics and Statistics , .
Collins, C. J. (2021). Expanding the resource-based view model of strategic human resource management. The International Journal of Human Resource Management , 32 (2), . INTRODUCTION WRITING 4 Title; Student’s name: Professors name: Date: Human resource management Business success is the goal of investors.
People in that business contribute to success; therefore, there is a need for qualified human resource management in any organization despite its size dreaming for success. There are qualifications and requirements for an effective human resource manager to accomplish human resource management duties and responsibilities. Human resource management refers to employing, training, and compensating the employees and policy and strategies developed to retain the employees. HRM has been evolving to date for effective performance. For a business or company to be sustained and advanced, human resource management provides knowledge, training, tools, administration, legal advice, and talent management services.
The following are the qualifications and requirements of a human resource manager, strong collaboration, negotiation, communication, and interpersonal skills (Gill, 2019). Noted responsibilities of human resource managers are recruitment and selection of employees in a company; section of the most suitable and best-qualified employees in a sensitive HR procedure. Working with competitive employees leads to the achievement of the company's goals. Performance management is the following process once an employee has come on board, it helps the employees become their best in the industry and helps discover one's potential and strengths. The performance management cycle involves planning, reviewing, monitoring, and rewarding employee performance, where employee empowerment helps to improve efficiency, profit margins, and business sustainability.
Learning and development ensure that employees adapt to processes and technology changes, and societal shifts. People are the product of the society they grew in, life experiences, and cultural behaviors. Learning and development help changes people into the organization's culture and behaviors. It also helps in the development of tomorrow's leaders in the industry: compensation and benefits. During payments and bonuses, they should ensure equity and fairness.
Reward motivates and retains employees. Given in the form of money where the services are non-monetary, including holidays, company car, etc. Lifestyle changes when the financial status of an individual changes positively. People work in different organizations according to their qualifications and skills. The productivity of an individual is determined by actions such as motivations and b benefits, performance management, learning, and development, etc.
Getting qualified personnel to work in an organization is essential. They positively impact the business in achieving its goals. Organizations have different departments which work together in achieving the goals. When a department fails or becomes incompetent, it can indirectly affect other department's operational and performance. The critical department in any organization is human resource management.
All employees get into an organization through the hands of the human resource manager. Recruiting employees who are not competent and qualified affects an organization's overall performance and can even lead to the closure of an organization (Smalley et al., 2012). References Gill, M. (2019). Human resource management made easy: A practical guide to HR for SMEs, charities and managers . Smalley, R.
L., Ruetten, M. K., & Kozyrev, J. R. (2012). Refining composition skills: Academic writing and grammar . Heinle & Heinle Pub.
Paper for above instructions
Understanding Human Resource Management: An ISTJ PerspectiveIntroduction
Human resource management (HRM) is a vital function in any organization, aimed at optimizing workforce capabilities to enhance productivity and organizational success. The effective management of human resources is essential for meeting organizational goals and enhancing employee satisfaction. This paper explores the operations of HRM, its significance in contemporary business environments, and the unique contributions an ISTJ personality type can bring to HR roles. The ISTJ personality type, characterized by introversion, sensing, thinking, and judging preferences, brings specific strengths that can enhance HRM practices.
The Role of Human Resource Management
HRM encompasses various significant functions essential for managing an organization’s human capital. These functions include recruitment and selection, training and development, performance management, employee relations, compensation and benefits, and organizational culture (Sparrow, 2021). Each function interplays to ensure employees' skills, knowledge, and motivations align with the organization's strategic objectives.
Recruitment and selection serve as the foundation of HRM. An effective HRM strategy begins with attracting the right talent and identifying the best candidates through various selection processes (Armstrong & Taylor, 2020). Therefore, the HR department must engage in comprehensive workforce planning to anticipate future needs and ensure a continuous pipeline of skilled professionals.
Training and development are integral to maintaining a competitive edge. Organizations must invest in their employees' growth to remain adaptive to technological advancements and market changes. Continuous professional development enhances employee capabilities and adaptability, contributing to job satisfaction and retention (Noe et al., 2017). Performance management further reinforces this theme, providing a structured approach to evaluating employee contributions, complementing training initiatives, and facilitating organizational improvement.
Another critical aspect is managing employee relations. Building a positive organizational culture is essential for employee satisfaction, engagement, and productivity (Brewster et al., 2021). Open communication and conflict resolution strategies foster collaborative work environments and helps mitigate interpersonal disputes.
Compensation and benefits are also crucial functions in HRM. Competitive compensation packages, including both financial and non-financial rewards, are necessary for attracting and retaining top talent (Stavrou et al., 2020). Fair and equitable compensation practices can instill motivation among employees, thus driving productivity.
ISTJ Personality and Human Resource Management
Individuals with the ISTJ personality type are often dubbed "the Inspectors" or "the Logisticians." They are known for their attention to detail, reliability, and strong moral compass (16 Personalities, n.d.). These qualities make them particularly well-suited for roles within HRM.
One of the most notable traits of ISTJs is their thoroughness. They approach tasks methodically, relying on facts and established processes. This quality aligns well with the meticulous nature of HR activities, especially in recruitment and compliance with labor laws (Myers et al., 1998). An ISTJ in HR is likely to excel in drafting job descriptions, assessing resumes, and ensuring adherence to selection criteria through structured interviewing processes.
Furthermore, ISTJs exhibit a strong sense of responsibility and dependability. This trait is vital in performance management and employee relations, where consistency and fairness are crucial to building trust and respect within the workforce (Van der Meer et al., 2021). They would likely take a systematic approach to performance appraisals and seek to create clear and fair processes for evaluating employee performance.
The ISTJ preference for structure and organization also dovetails with their roles in training and development. Their inclination to establish processes ensures that training programs are well-organized, enhancing the overall employee experience. By focusing on developing measurable training outcomes, ISTJs can guide organizations in creating effective developmental plans aligned with strategic business goals (González-Morales et al., 2019).
Moreover, ISTJs are committed to preserving the integrity of policies and procedures. They value compliance and ethical standards, making them reliable allies in fostering a culture of compliance within an organization. This focus on creating an orderly work environment resonates with the need for maintaining legal frameworks and resolving conflicts in a fair and just manner.
Challenges for ISTJs in HRM
Despite many advantages, ISTJs may face challenges in HRM. Their preference for introversion may sometimes hinder their willingness to engage openly in collaborative discussions or express empathy in conflict situations. Developing active listening skills and emotional intelligence can become essential for ISTJs in HR roles, helping them manage interpersonal relationships more effectively.
Moreover, an ISTJ’s inclination towards fact-based decision-making may lead them to overlook the importance of employee emotions and subjective experiences (Harrison & Klein, 2007). Cultivating a balance between data-driven decision-making and understanding employee perspectives will be crucial in fulfilling their HRM responsibilities.
Conclusion
Effective human resource management is central to fostering organizational success. Through functions such as recruitment, training, performance management, and employee relations, HR professionals play a crucial role in aligning employee efforts with organizational goals. ISTJs, characterized by their detailed-oriented mindset, reliability, and strong work ethic, offer unique perspectives and skills that can enhance HRM outcomes. By embracing both the strengths and challenges inherent to their personality type, ISTJs can improve their contributions to HRM and drive meaningful change in the workplace.
References
1. Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page Publishers.
2. Brewster, C., Chung, C., & Sparrow, P. (2021). Globalizing Human Resource Management. Routledge.
3. González-Morales, M. G., Peiró, J. M., & Rodríguez, I. (2019). "Organizational climate and employee outcomes: The moderating effect of personality." Journal of Business Research, 102, 563-571.
4. Harrison, D. A., & Klein, K. J. (2007). "What’s the difference? A critical review of diversity, inclusion, and belonging in organizations." Small Group Research, 38(3), 347-370.
5. Myers, I. B., McCaulley, M. H., & Tugade, M. M. (1998). Manual: A guide to the development and use of the Myers-Briggs Type Indicator. Consulting Psychologists Press.
6. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Fundamentals of Human Resource Management. McGraw-Hill Education.
7. Sparrows, P. (2021). "The role of HR in developing an organizational culture." International Journal of Human Resource Management, 32(2), 331-352.
8. Stavrou, E., Brewster, C., & Chung, C. (2020). "The impact of compensation on employee performance: Theoretical and practical implications." International Journal of Human Resource Management, 31(16), 2029-2051.
9. 16 Personalities. (n.d.). ISTJ Personality. Retrieved from https://www.16personalities.com/istj-personality.
10. Van der Meer, A., Trienekens, J. J., & Sleegers, P. J. (2021). "The importance of assessing human resource management in organizations." Journal of Management Studies, 58(2), 497-526.