Personality in Human Resource Management
Introduction
Many companies are now focusing in their marketing literature by devoting to the subject of setting up as well as encouraging an overall personality of brand. Many of the companies are centering at the personality of their employees that can affect their performance in terms of rendering their services as well as developing their products (Harris & Flemming, 2005, p. 187). Brand personality is defined as the set of different human characteristics that is associated with a brand (as cited in Harris & Flemming, 2005, p. 187).
In psychology, personality is defined as how an individual is perceived by other or often refers to the reputation of that person (as cited in Schneider & Smith, 2004, p. 5). In addition to that, it can also be defined as the perception of one person to his or her self (as cited in Schneider & Smith, 2004, p. 5).
Personality is also important in developing and maintaining the Human Resource Management of the company. As a matter of fact, most of the companies are doing their personality test as part of their selection and hiring processes. Personality test is a type of psychological questionnaire that is intended to compute and determine the more stable emotional tendencies of people that make up their personality (Stredwick, 2005, p. 172).
Concept Link to an Experience
Personality is one of the most important factors that must be considered in choosing every career and path that a person wishes to follow. Personality can help to choose not only the desired vocation, but also the vocation that will be suitable to the temperament as well as the overall personality or characteristics in terms of motivation and relationship with other people.
With accordance to the said factor, personality test of the current organization or team that I am into had helped me to be in the right place where in I can use the best of my ability and skills. In addition to that, it had also helped me to find and feel the motivation that I needed in order to work and bring out the best of my capability.
Another important factor is that it also helped me to become acquainted or related to those people who are compatible with my personality that helped me, together with other members, to work as a team. Therefore, it had helped us to become more productive that helped our company to perform at its best.
Impact on Firms
Primarily, every action of each and every employee will influence the customers’ perception about the organization or company that he or she is working with (cited in Harris & Flemming, 2005, p. 187). Therefore, it is important to think about the impact and position of the behavior of the employees in developing the overall service personality as well as the service encounters that involve the instantaneous creation as well as utilization and high employee/customer contact (cited in Harris & Flemming, 2005, p. 187).
Measuring the personality of the employees can help companies to their selection as well as appraisal in due to the following reasons: high number of applicants; high cost; poor reliability of interviewing; the necessity for objective and comparative data; as well as the different allegations about nepotism as well as favoritism (Furnham, 1999, p. 40).
Another important impact of personality to their human resource management is that it helps the company to choose the position or work as well as the team that is suitable for an individual based on his or her characteristics or personality. It can help the employees to make their appropriate vocational choices as well as adjustments. This will eventually help an organization or company to smooth the progress of a well-organized and competent as well as cost-effective functioning of organization by appropriate exploitation of their employees’ assets as well as their abilities and skills (Furnham, 1999, p. 90).
It can also help the company to group their employees by their personalities. This is due to the fact that each and every individual has their unique ability, aptitude, needs, characteristics and interests. By doing so, the company will be able to place their employees to a place or position where in they can give or bring out the best of their abilities and knowledge (Furnham, 1999, p. 90).
Personality is also connected to motivation and productivity at work. In terms of motivation, there are many theories that are used in order to measure or to know the things that push an employee to work and do his or her best. In Maslow’s Theory, the definition of the self-actualization needs is considered as a function of the personality itself. It only signifies that different people with different personalities has their different level or degree of motivation that will help them to work at their best.
Moreover, motivation is connected to the productivity of an individual. It only means that if a person is motivated enough, he or she will work at his or her best and become productive. It will help to improve the overall performance of the company.
Conclusion
Every person has his or her unique characteristics and personalities. The said aspect has a great impact to the preferences and demand in terms of motivation, productivity, satisfaction and vocational choice. All of the said factors are important in managing the human resource of the company. Human resource is considered as the blood of a business because it manages the most important resource of the company, which is the manpower or the people.
Personality is being measured and analyzed in order for the management to decide about the selection, hiring, controlling and training an individual. It will also help the management to position their employees in the place where they will be able to use the best of their knowledge and skills that will be helpful to the overall operations and performance of the company. In addition to that, it can also help the company to group their employees with accordance to their characters and their interests.
References
Bratton, J. & Gold, J. (2001), Human Resource Management Theory and Practice, Routledge
Furnham, A. (1999), Personality at Work: The Role of Individual Differences in the Workplace. London: Routledge
Harris, E. & Fleming, D. (2005). Assessing the Human Element in Service Personality Formation: Personality Congruency and the Five Factor Model, Journal of Services Marketing, 19(4), 187-198.
Schneider, B. & Smith, B. (2004). Personality and Organizations, Lawrence Erlbaum Associates.
Stredwick, J. (2005). Introduction to Human Resource Management, Butterworth-Heinemann.
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