Introduction.
In today's,competitive world, every organization is increasingly reliant on harnessing its human capital to the optimum best. The success of any organization, in the today's scenario , is in a way channeled through the utilisation of its human potential to the best . . In order to achieve the best performance of people, the organization must understand what drives their behavior. Every individual has distinct and unique trait and distinct behavior pattern and thoughts and as such every one has a positive attribute to contribute to the workplace. Understanding of this distinct and unique behavior pattern of its workforce is vital to productivity of any organisation.
Every organization- from top to bottom, would require a different skill sets and aptitudes - a reflection of personality dimension across functions and levels. Understanding of right fit for each role in terms of skill set in every position spanning varied functions and roles need to be relevant and equally important is the ability to profile employee in the context of requisite competency, trait , personality dispositions is of great significance to every Organisation.
Productivity, harmony, growth and profitability of an organisation is accomplished / achieved by placing the right people in the right position. Hence , the significance of psychometric profiling at the time of selection or / and across the employment life cycle of the an individual. Psychometric assessment provide an objective way of assessing one's strengths and weakness .as an integral part of human resource management.(HRM).
Psychometric Profiling.
The word psychometry is derived from the Greek words 'psyche' (mind) and 'metron' (measure)', which means measuring the psychological abilities of a person. Assessing and appraising people is a highly complex and subjective process, and psychometric assessment are a good way of objectively assessing people's "hidden" traits of an individual.
Personality profiling – sometimes referred to as psychometric assessment or psychological profiling – is a means of measuring an individual's personality in a particular situation. It is not a measure of intelligence or ability – but of behaviour. Personality assessments provide a measure of how individuals work with people, approach their tasks, communicate, approach change, and deal with stress. Differences between people in these various areas can make them more or less effective in different jobs.
Psychometric profiling would have varied application, thereby add value to the process.It, would encompass: -
Personality assessment.
Manage the selection process - for effective Recruitment
Measure both effective team and individual performance - to enable team building. ·
Leadership Development.
Manage the restructuring process-
by understanding the Culture impulse
by handling change management process etc,
Coaching
Mentoring
Questionnaire.
Managing people, tasks, and processes requires a comprehensive set of interpersonal skills and appropriate behaviour. Developing specific behaviour and skills enables a person to release your knowledge in a way which delivers great results for oneself, the team and for the business. The means by which this behaviour is measured is a questionnaire which asks the visitor to choose behaviour most and least like them. The results from this questionnaire provide a personality profile of the respondent.
The questionnaire is not a test – as there can be no right or wrong answer to psychological type. It is an evaluation of the individual's habitual or typical way of dealing with the world.
Psychometric assessment aids psychologists to understand and measure an individuals' psychological factors like intellect, personality, motivation, attitudes and values. , Developed by a specialist psychologist , the series of questionnaire - are responded to by an individual. The responses to the statements are analysed and related to behaviours and performance in an organisational context.
Personality questionnaires are considered to be fair and objective tools with an established reputation for predicting performance. In the case of personality assessments it is rather a situation of gaining a greater insight into one's own strengths and limitations. There are no right or wrong personalities as such, although there are strength and weakness implications for particular work situations.
People are able to develop skills and strategies for making the most of their strengths and minimising their difficulties through learning and experience.
Personality assessments – measures how people differ in their style and the way they behave in their environment and in relation to other people.
Executive Search, Recruitment and Selection. : -
One area where Psychometric assessments are often resorted to is Recruitment and Selection. Assessment of Personality have become a predominant factor in Selection and the recruitment process along with Requisite Skill and Knowledge . Personality attributes are assessed to discern on the job- performance.
Competencies describe the behaviours and skills required to do a job successfully. By profiling candidates against competencies, it is possible to gauge how they will react in particular situations
While, adopting Competency-based approach , personality dimension assumes a critical significance in the selection of apt person for the role and position to achieve a better fit between the person and the Job -to enable success on job
For recruitment and Selection , the assessment will assist in comparing the each candidate to competencies or job specification. Understand the individual through Psychometric Assessment Compares results against Job Competencies or Job Description.
Personality testing, on the other hand, predicts how an individual will work—diligently, intelligently, cheerfully, and cooperatively .Considering a job candidate's personality can help employers determine if a candidate has the right ability and adaptability for their work environment.
Personality profiling gives an indication of role suitability and team fit. Profiling is particularly powerful when the results are used during interview. Psychometric tests can be used at any point during the selection process. Sometimes they are used at the beginning, as a way of screening out unsuitable candidates. Other employers prefer to use them towards the end of a selection process. As an aid to selection, a personality profile paints a picture of an individual's characteristics which can be used to make behavioural predictions. Training , Learning and Development. Psychometric assessment though, prominently associated often with Selection, Organisations have realised the importance of psychometric assessment for people development. Changes in the Work Environment- owing to globalisation, technological advance, diverse work-force, team collaboration has given impetus to psychometric profiling for Training and development.
Psychometric profiling could assist the process of development of people, by Profiling Personality - to measure individual strength and weakness
identify their motivation and apprehension
their values and beliefs
management and leadership style
individuals and teams for team fit, team development and conflict management.
Identify strengths and development areas for use in coaching.
For development purposes,profiling will highlightstrengths and identify the areas and one can use the results as basis for the development of human capital.
Team
Profiling teams will help the Organisations by analysing the structure of the team – team behaviour, its strengths and limitations and the role each individual plays within it. identifying and breaking down the barriers preventing exceptional performance. Opening channels of communication – once team members understand each other they are able to communicate with and appreciate one another.
Focusing and committing a team to its objectives
Succession Planning.
One of the critical challenge organisation face today would be Succession Planning - a process for identifying and developing people within the organisation with the potential to fill key
leadership positions in the
organisation The use of psychometrics is a valuable tool in identifying ‘potential' within the organisation - Assessment facilitates the process of identifying individual's strengths and development needs in relation to future roles.
Profiling enables organisations to select the most important behaviours for a role and map an individual's results against this profile Psychometric profiling enhances the success of selection and promoting the right candidate through assessment of leadership capability, personality, acumen, cultural and psychological fit, working well under stress, the ability to adapt to fast changing environments and the ability to influence others to act for the greater good of the company. Psychometrics can provide the foundation from which organisations base their succession planning strategy.
Psychometrics can provide the foundation from which organisations base their succession planning strategy.
Change Management.
In today's dynamic environment, major challenge to the business leaders is the ability manage change – a process of identifying and preparing the workforce to adopt and adept themselves to demands of changing environment. A major hurdle to bring about neccessary changes would be the non receptivity of people , at a critical role would prefer to maintain the statusquo. People do differ in their attitude to change - be it their personal life or work environment.
The ability to champion change has become a critical determinant in professional and organisational performance , independent of position or authority. Psychometric assessment can measure individual attitude to change process by identifying the style of personality and thereby openness to change, adapatbility. perseverance.
The assessment would throw light on :-
people receptivity to change.
resistance to change
openness to change
barriers to change.
Psychometric assessment helps in understanding how one react to change , and by assessing the behaviour pattern can lead to plan a strategy to bring about desired change.
Benefits of psychometric profiling.
Psychometric profiles can assist companies in selection, team development, succession planning, and coaching. The use of psychometric profiling tools/assessments is widely recognized as a vital component in the selection, development, and retention of top performers. Psychometric profiling gives one insight how different behaviours, needs, motives and preferences might interact with aspects of an organisation's culture, the job and the work environment.
The utility of Psychometric profile results in
Understanding about personality profile
Identify areas of strength and areas of improvement
Holistic analysis
Authentic Psychometric evaluation of one's personality
Understand whether one have a need for change or modification of one's behaviour.
Some of the most popular personality assessment tools are as follows:
• Myers-Briggs Type Indicator (MBTI), based on Carl Jung's typology of the functions of the human psyche.
•• The Hogan Personality Inventory (HPI), which measures normal personality, and claims to predict employee
performance. This assessment was developed specifically for the business world.
• The DISC Assessment,This tool explores four domains: dominance, influence, steadiness and conscientiousness/compliance.
• 16PF® (Pearson Assessments), which have been commonly used for a variety of applications, including support for vocational guidancehiring and promotion.
• The Birkman Method® , which focuses on five domains: productive and stress behaviors, underlying needs, motivations and organizational orientation.
CTPI-R is an assessment tool that allows to assess personality traits, values and skills specific to the exercise of managerial functions or supervision. This assessment measures 19 personality traits associated with 21 keybehavioural competencies.CTPI-R is recommended for the recruitment and evaluation of internal managers and executives. And Belbin, Firo- B etc covering.- Recrutiment & Selection, Training and Development, Team Building, attitude to Change Management ,Leadership Development etc.
Conclusion.
Personality tests measure how people differ in their style or manner of doing things, and in the way they interact with their environment and other people.
Psychometric assessment, today is acknowledged for multi-purpose, streamlined and cost-effective assessments that would help Organisation to maximise the potential of their working force, from recruitment right through the lifecycle of an employee, encompassing training, development, staff satisfaction, retention and team efficiency .Personality profiling and psychometric assessment for individuals or teams can help get the best out of people by identifying core competencies, potential strengths and behavioural preferences and increasing their commitment to development and change.
We have conducted Psychological profiling using couple of instruments -covering Personality profiling, Leadership Dimension, Team Interface to enable conducting a Management Development Programme encompassing. Leadership, Conflict Management, Change Management for large group of Senior Executives for leading Organisation and the receptivity to the programme was fulfilling and satisfactory.
The most significant goal of occupational psychometric assessment is to enable people in finding where they can make valuable a nd constructive contribution in a most content and pleasing way.Psychometric Assessments - from pre-hire – Recruitment,Selection,Training,Learning and Development,Succession Planning, Coaching and Mentoring - through retirement should be an integral part of Every Business and Organisation
Dr.Mrs.SITA RAMACHANDRAN
Doctorate,PG in HR,PGinPSYCHOLOGY,International Certification in Personality
Profiling.As a Senior Fellow,Commissioned to do a Project of international
significance on"EMPLOYABILITY"on a National scale,by a Top Research organisation
of GOVT OF INDIA
ALL EMPLOYERS,HIGHER EDUCATIONAL INSTITUTIONS,FACULTY,GROUP OF STUDENTS WANTING TO
VALUE-ADD TO THIS KEY ISSUE OF "EMPLOYABILITY" ,BY TAKING THE RESPECTIVE SURVEY
QUESTIONNAIRE, TO GET IN TOUCH WITH Dr.SITA ON THE E-MAIL ID:-
employabilityresearch2013@gmail.com WITH YOUR COMPLETE CONTACT DETAILS.
