This document describes the results of a Jung Typology Test. The test determined the respondent's personality type is ISTJ, which stands for Introversion, Sensing, Thinking, and Judging. It provides a brief description of the ISTJ personality type and suggestions for how the respondent can leverage their type for self-development, careers, business uses, and pre-employment testing. It also includes links to read full descriptions of the ISTJ type and related career information.

1. Humanmetrics Jung Typology Test™
Your TypeISTJ
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

2. Identify candidate's strengths, conduct effective interviews and
assess compatibility.
Learn how »
Running Head: HUMAN RESOURCE MANAGEMENT
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HUMAN RESOURCE MANAGEMENT
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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

3. 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

4. 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, 157-163.
Collins, C. J. (2021). Expanding the resource-based view model
of strategic human resource management. The International
Journal of Human Resource Management, 32(2), 331-358.

5. Running head: INTRODUCTION WRITING 1
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

6. 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

7. 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.