Personality Traits and Career Satisfaction of HR Professionals - Essay Example

Individual career plan Institution Name Date CAREER PLAN Year 1 Take class leadership during my high school senior year Orderly approach, and sound time management skills Continue to take part in the high school activities and enhance my experiences and portfolio College Year 2 Finish high school with a 3.5 or more Grasp of the basic Human Resource skills, especially how to manage employees, orderly approach, sound time management skills, as well as, personal efficiency Finish my high school course in HR Internship Year 3 Year 4 Finish a degree course in HR Get an internship in an organization and job such as Clerical or administrative job Supervisory role in the Human Resource department Human Resource manager Self-motivation to get things done without any external pressure, business improvement, analytical, systems, processes, and innovation Ability to explore and comprehend events and things, treasure creative suggestions, sensitive, counsel, teach, and serve others. Ability to understand values, needs and feelings of the employees to align them with the organizational mission, vision, goals, and objectives. Finish the 4years Human Resource degree in college Get an internship with the organization in the Human Resource department Join an organization at the clerical or administrative level Get promotion into the managerial or supervisory role Use the appropriate qualifications and experience in HR to get management position Develop into a senior Human resource manager Become the Human resource manager for a business venture 4 years at College Organization Year 5-10 PRESENTATION LINK BETWEEN PERSONALITY TESTS AND CAREER PLAN According to the personal interest and personality inventory results, I perceive that I am on the right career. Based on the personality inventory score sheet, I think of myself as feeling, intuitive, perceiving, and extroverted. This implies that am capable of working with ideas, thinking before taking any action, and open to negotiations and ideas. I take into account others needs, values, and feelings and understands them. In addition, I am capable of deciding, planning, ordering, and making swift decisions a critical skill in human resource because of organizing employees. On the other hand, I have a high openness to experience, which will make me versatile in managing different human behavior requirements. While the high agreeableness score is a critical forecaster of job performance, since the cooperative aspect of an agreeable person leads to a success in the occupations requiring customer service and teamwork. Lastly, I am a conscientious person. Research shows that conscientiousness feature in the achievement orientation and organization. SET GOALS Goal setting refers to a practice of planning and detailing the necessary steps to achieve the preferred outcome/goals. The goal setting process in my career plan helped me to do the following: Define and outline my goals, Establish the steps required to realize my goals in the HR field, Determine how close I am to realizing my career goals As such, in setting my goals I followed the SMART principle to make a list of the goals in my career plan. This principle refers to setting “Specific, Measurable Action Plan, Realistic, and Time bound goals.” Based on the SMART principle, it is apparent in my career plan that the first goals are short-term goals; third goal is midterm goal, while the last one is a long-term goal. Short-term goals (in 2 years time) Take class leadership during my high school senior year Finishing high school with a 3.5 or more,” is short-term goals. Midterm goals (in period of 2 years) Finish a degree course in HR Long-term goals (from 4th year and above) Get an internship in an organization and job such as Clerical or administrative job Supervisory role in the Human Resource department Human Resource manager INDIVIDUALS INSIDE AND OUTSIDE THE ORGANIZATION WHO WOULD HELP ME ACHIEVE MY CAREER PLAN Individuals such as a high school counselor will be responsible for directing all my high school courses in the way that is beneficial to my HR interests in the Human Resource career. The second person that will help in realizing my career is the career counselor. He will help me in understanding the various options that will help me to be well directed toward achieving my preferred career. EVIDENCE ON HR CAREER PLAN Due to the various responsibilities that human resource managers perform, they require numerous qualifications, skills, and abilities. Human resource managers have to interact with all categories employees in the organization from front-line employees up to executives. As such, it is critical for the human managers to have an education (Michigan school of business, 2013). Therefore, my training in Human resource in high school and a four-year degree course on the same will fulfill one requirement to becoming an HR manager in future. Studies show that organizations seek Human Resource managers with formal academic and education credentials, which include 4-year degree course in human resource management. HR certification Another critical component required of a human resource manager is certification. Studies show that in the year 2010, approximately 1,500 Human professionals’ required Human Resource certification and they placed a lot of emphasis on Human Resource certification. Experience Studies show that experience is a critical teacher, and many of the seasoned Human Resource managers have enormous experience in several areas within the Human Resource department. Such skills include the ability to understand values, needs, and feelings of the employees and align them with the organizational mission, vision, goals, and objectives. In addition, they should have the experience to understand values, needs, and feelings of the employees and align them with the organizational mission, vision, goals, and objectives. To this end, I consider activities such as getting an internship with an organization in the Human Resource department, and joining an organization at the clerical or administrative level as critical. Other critical activities important include getting promotion into the managerial or supervisory role and the use of the appropriate qualifications and experience in HR to get a management position as critical in sharpening my experience in HR. Studies maintain that by taking advantage of such learning opportunities and professional development they prepare themselves for joining management post in the Human Resource area (Michigan school of business, 2013). Core competencies All qualified Human resource managers combine education, experience, HR certification, and core competencies that allow them to perform effectively in the job position. These core competencies include management skills, critical thinking skills, analytical skills, as well as, the ability to influence employees. Such competencies help them in the process such as strategy development and implementation, creation of the affirmative action, as well as, employee selection and recruitment process. The core competencies also help HR managers to get promotion to the management role. In particular, the Human resource managers use the appropriate qualifications and experience in HR to get management position. EDUCATIONAL REQUIREMENTS AND SKILL DEVELOPMENT OPPORTUNITIES The main educational requirements and skill development opportunities during my first 2-years and above include: Consultative skills, talent and performance management, employee relations and staff planning Organizational skills including how to set priorities and facilitation skills Interpersonal skills necessary for interacting and partnering with individuals within all organization levels Analytical and problem-solving skills, sound communication skills, Project-planning capabilities, Exposure to various business functions and issues, Leadership and teamwork skills, as well as, self-assurance skills Several studies support the above educational requirement and skill development. First, studies show that human resource managers are unique because of their skills in mentoring and counseling other employees. These individuals have great interest in service, and must have outstanding listening and diagnostic skills. Human resource managers help organizations manage their employees, thus are the organizations’ internal consultants (Michigan school of business, 2013). On the top of these functional skills, human resource managers should understand the internal and external conditions for a business, human behavior, flexibility, and strong communication. Creativity is a critical skill since human resource has to develop solutions to numerous business issues. Human resource managers have to balance the employees’ needs with business goals while attempting to increase productivity at the minimal cost. Therefore, most companies perceive human resource as the bridge between the employees and the organization strategy. The human resource recruiters focus on the skills such as analytical and problem-solving skills, sound communication skills, project-planning capabilities, exposure to various business functions and issues, leadership and teamwork skills, as well as, self-assurance skills (Michigan school of business, 2013). Relation to the government policies The human resource law focuses on the rationale that human resource managers have to address their duties immaculately such as hiring, employee relations, and workplace safety among others (Human Resource Law, 2013). Therefore, above skills focuses on ensuring effectiveness in address issue related to workplace as outlined by the human resource policies. Plan of action I believe that my career will be on the track if I take the following courses Being a class leader during my last 2 years in high school Apply and enroll for a 4-year degree course in HR Apply for the internship place to hone my skills in HR for at least 1 year before looking for a paying position PERSONALITY PROFILES AND RESEARCH DOCUMENTS To outline my personality profile I took Myers and Briggs personality test instrument (MBITI). It consists of the four categories of the personality that makes up all 16 preferences. Although the MBITI personality instrument does not capture all components of my personality, I believe it provides a platform for understanding my personality and the way it relate to the Human Resource career choice that want to venture into in future after completing my school. In my personality test, I used four scales. First scale, which is Extraversion/introversion, focuses on where individuals direct their energy. Second scale intuition/sensing focuses on how different individuals take information. Third, scale thinking feeling focus on how these individuals make decisions. Last scale judging/perceiving focuses on how individuals lead their life. Based on this personality instrument, I consider myself as a person who prefers to focus on the outer favorite world, implying that I am an extrovert person. When it comes to taking information, I am a person who focuses on interpreting the information and adding meaning to it implying that I am intuitive person. When it comes to making decisions on an issue, or event, I first look at the individuals involved and the special situation or circumstances to include their feelings, needs, and values in the decision that is inclusive. Lastly, in dealing with the outside world that touches on my area of working I prefer to be open to new options and information to improve on the current situation. Thus, I consider myself as a perceiving person. Therefore, according to the personal interest and personality inventory results, I perceive that I am on the right career. Based on the personality inventory score sheet, I think of myself as feeling, intuitive, perceiving, and extroverted. This implies that am capable of working with ideas, thinking before taking any action, as well as, considerate of any generalizations. I see possibilities, open to negotiations and ideas, while well understood. I take into account others needs, values, and feelings and understands them. In addition, am capable of deciding, planning, ordering, and making swift decisions. Based on the personality mosaic, am an individual who is artistic, social, and investigative. This implies that I have the ability to explore and comprehend events and things, treasure creative suggestions, sensitive, counsel, teach, and serve others. Thus, I harbor the feeling that these traits of the tests reflect me as an individual, and it is my perception that these skills are critical for someone in the Human resource profession. These skills are critical in the human resource because for one to be a human resource manager should understand the values, needs and feelings of the employees align them with the organizational mission, vision, goals, and objectives. Another personality profile that I took is the “Five factor model of personality,” which incorporates “Neuroticism, Extraversion, and Openness to experience, Agreeableness, and Conscientiousness” (Rothmann and Coetzer, 2003). The table below shows my personality profile based on these five factors. Five factor personality score results Five factor score Score Explanation Neuroticism Low neuroticism Calm, composed, and dignified in addressing the stressful situation involving human behavior Extraversion Extravert Talkative, assertive, and optimistic Openness to experience High openness to experience Imaginative, prefers variety, sensitive to others’ feeling and autonomous of judgment. Am curious about the inner and outer world Agreeableness High on agreeableness Sympathetic and cooperative Conscientiousness High on conscientiousness Determined, purposeful, and strong-willed Source: http://www.123test.com/personality-test/index.php Discussion In relation to neuroticism, I have low neuroticism score because I am calm, composed, and dignified in addressing the stressful situation involving human behavior and people. In the extraversion score, as stated above I am an extrovert because I am talkative, assertive, and optimistic. I believe this character relates positively to HR position as the studies show that extraversion is a significant predictor of performance in the position associated with social interaction including managers. On third score, openness to experience I am an imaginative, prefers variety, sensitive to others’ feeling and autonomous of judgment. Am curious about the inner and outer world, which will make me versatile in managing different human behavior requirements. On the agreeableness score, I am sympathetic will to help other and cooperative in nature because I believe others can be equally helpful. Studies show that the agreeableness score is a critical forecaster of job performance. The cooperative aspect of an agreeable person leads to a success in the occupations requiring customer service and teamwork. Lastly, in conscientiousness score, I am a conscientious person who is determined, purposeful, and strong-willed. Research shows that conscientiousness features in the achievement orientation, persistence, responsibility, orderliness including being organized and strategic. As such, conscientiousness dictates individual performance in any job performance (Rothmann and Coetzer, 2003). In sum, several studies support the relevance of my personality profile associated with my career in HR profession in future. In particular, studies dictate that role demands of the Human resource places a lot emphasis on the emotional resilience. Moreover, assertiveness is critical in the Human Resource profession where it is critical to address change processes in different organizations. Lastly, studies shows that high agreeableness correlate positively with the career satisfaction for the Human resource managers and professionals in the area of HR score higher in agreeableness than in other occupations (Lounsbury et al, 2008). CV Personal details: Name: Abudhabi E-mail Address: Contact Number: Address: Language: Career Objective: Looking for Human Resource position in a reputable organization for a start in my career to grow while learning and adding value for the organization’s profitability. Core competencies: Sound grasp of Human Resources concepts and workings Skills in problem solving Target and customer-oriented Excellent skills in analyzing human behavior and coordinating people Personality Traits Sound leadership and motivational skills Excellent interpersonal and presentation skills Teamwork skills Excellent communication skills both in verbal and written English Computer skills Proficient in MS office, access, excel, publisher, PowerPoint, and other related applications Windows XP, 7, and 8 Achievements: Participated in Human behavior seminars Attended other seminars in realm of HR Among the top student throughout my academics Hobbies: Playing football Skydiving ANY OTHER RELEVANT DOCUMENT The additional information on my personality profile showing my chance of succeeding in HR realm relate to a combination of scores in the “Big Five personality traits.” Based on my schools some of the salient personality types applicable include conscientiousness and agreeableness, which makes me good as a polite person for assisting. It implies that am well mannered and careful. My score on extraversion and conscientiousness implies that am a busy and enthusiastic individual, a trait associated with efficient and productive people. Further, based on my scores on extraversion and agreeableness, I am welcoming and jovial, which implies that I am easy to approach by others because I believe to be warm and enthused. The combination of my emotional stability and conscientiousness shows that I am systematic and determined person, who is sure about what he wants. It is impossible to be distracted by obstacles or any setbacks. As such, I can be described as steadfast and purposeful. While a combination of my scores on emotional stability and extraversion can make me a decisive and lively person, self-assured, strong, and optimistic. Lastly, combination of scores on emotional stability and agreeableness shows that I am a stable and tolerant person (http://www.123test.com/personality-test/index.php). References Human Resource Law. (2013). Human resource law. Retrieved 16th December 2013 from http://www.hg.org/human-resources-law.html Lounsbury, J. W., Steel, R. P., Gibson, L. W., and Drost, A. W. (2008). Personality traits and career satisfaction of HR professionals. Dunwoody: eCareerFit.com, Inc Michigan school of business. (2013). Retrieved 16th December 2013 from http://www.bus.umich.edu/StudentCareerServices/resources/CP10HRChangeMgmt.pdf Rothmann, S., and Coetzer, E. P. (2003). The big five personality dimensions and job performance. SA Journal of Industrial Psychology, 29(1), 68-74 Read More