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Moreover, this practice rewards HR professionals with sustainability and confidence inside the organization as they can foresee unwanted reactions and responses. Personality analysis is crucial to use in HR practices to advance hiring practices, predict behaviours and motivate employees at work.
Personality tests as a common practice in HR management were developed as a result of meta-analytic studies in 90s. According to Hakstian & Ng (2005, p. 405), initially they were appraised because their results granted predictability and validity of employees’ performance. Since then personality tests have been actively integrated in HR management. Most of these tests are based on “Big Five” personality model. According to it, there are five main personality variables which influence people’s behaviour; they include openness to experience, extraversion, neuroticism, agreeableness and consciousness (Judge et al. 1999, p. 624). HR professionals design tests in order to identify these factors in each personality.
Companies tend to conceal their testing practices as they exist for internal use only. It is the reason why there are not many sources available in regard to the studied issue. At the same time, there are some surveys, publications written by HR professionals and corporate reports which reveal that personality tests are successfully integrated in HR practices all over the world. For example, according to Rothstein & Goffin (2006, p. 155), 30% of corporations in the United States used special personality tests in their hiring procedures in 2003.
Personality measures can target different characteristics of current or potential employees; they can test integrity, performance effectiveness or personal expectations. Integrity tests remain the most popular and one of the most complicated to analyse. Rothstein & Goffin (2006, p. 155) state that there are around 5 million applicants who do this tests and 20% of the Human Resource
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The dissertation researches the central hypothesis that learning and employee development contributes to organisational success and performance. A review of the main existing literature on the subject has been undertaken with a view to establishing if there are any concentrating themes or gaps in evidence.
Traditionally, absenteeism constitutes breach of a contract that was implicitly formed between employer and employee. It is considered as a management problem which also reflects poor individual performance. As Armstrong (2000, pp.14-17) points out, researchers opine that frequent absence from duty or obligation is a direct indication of poor workplace morale.
Personality tests are used in other areas such as individual and relationship counseling, as well as career planning and the development of the already existing employees in an organization (House & Johnson, 2002). Personality testing includes the presentation of some tests or questions to individuals, who then responds to such questions based on a rated scale, depending on how such items of the tests reflects their personal behavior.
The organizations have not only adopted technology as the major tools of working but also aim upon understanding and translating the psychology of the human resources hired at the workplace. According to many modern day manufacturing and services organizations, all of them attempt to understand the psychological factors of their employees and associate these factors with their performance at work.
Throughout history, many laypersons and scholars have consistently assumed human being to essentially be rational creatures whose conduct is invariably found to be mainly guided by various abilities, propensities and beliefs. However, this view experienced radical changes earlier on in the 20th century when psychoanalysts proposed that the very essence of a given individual can basically be derived from the given individual’s irrational and unconscious processes.
Emphasis is paid on training and appraisals in order to motivate the employees so that they may be able to deliver the best to the organization. The world has now realized the importance of a satisfied and motivated employee at work and they no longer dwell in the historical practices of aristocracy in the organizations.
it would not be wrong here to suggest that the organizational cultures are dependent on the society’s undertakings and the industrial influences at the same time. What is most important is how the two shape up the organizational culture at the very end and take the
ty and his job performance, Ones et al (2007) study suggests that the relationship between employee’s personality, and his job performance may not be linear. Murphy (1996) found that some personality features are likely to be curvilinear related to job performance. The
The conclusion from this study states that the psychological status of individuals cannot be standardized for a long period of time. However, in a business environment, the psychological disorders of individuals can have severe effects: they can lead to severe organizational damages, a fact that would also affect the lives of other employees within the same unit.
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