use of-psychometric-assessments-in-talent-management-processes
Post on 11-Nov-2014
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USE OF PSYCHOMETRIC
ASSESSMENTS IN
TALENT MANAGEMENT
PROCESSES
By Dr. Soniya Yadwadkar
CerveauSys : A Research Oriented and Result Driven
Consulting Firm engaged in Business Strategy, HR, OD, change and talent management consulting. CerveauSys offers value adding partnership with your organization for enhancing strategic focus, people performance and motivation resulting in superior business outcome. We work with a business solution and growth centric approach. We diagnose and comprehend the strategically critical business challenges of our clients and structure our consulting initiatives to address and meet those. We work with pre-defined results/impact matrix and actively work with our clients during all phases of implementation. In this sense, we are “hands on” consultants. Please visit us at www.CerveauSys.com for more details.
An applied science revolving around human factor of the business
Business strategy is implemented by people
People once supported with resources and directions perform if they are competent and motivated.
Motivation is driven by motives and personality
Personality is a factor of inherent trait structure and socio cultural impact
People competencies, their personality factors/traits bring us performance
Hence psychometric assessments have a unique role to play in human resource management.
HUMAN RESOURCE MANAGEMENT
HOW DO WE GET RESULTS?
PEOPLE
COMPETENCIES
BEHAVIORS
(actions)
OUTPUTS
ORGANIZATION
RESULTS
Each Individual is unique in terms of
Knowledge
Skills
Attitudes
Inherent /genetic aspects
Upbringing
Value systems
Physical, mental abilities
Unless and until we assess and acknowledge these
unique gifts that people bring to workplace, effective
deployment of our human resources will be difficult.
HUMAN RESOURCE MANAGEMENT
Skills, knowledge and
outward behaviors are
easy to identify but they
are not complete
predictors of success
People can perform or not
perform based on their
values, attitude, self
image, motives, traits,
which are difficult to
identify not only to
outsiders but even to
themselves.
IS IT EASY TO TAP THOSE?
Visible
Hidden
Skills
Knowledge
Values
Self-Image
Traits
Motives
Provide insightful data on the matters hidden in under-water portion of iceberg
Comprehensive understanding of person
A Good predictor of future performance
Ensure better ROI on people processes
Bring objectivity to the process
Support or validation for observations and data gathered through other sources
Help you take a conscious call on people matters.
Legally defensible (However to be used as secondary input to the process and not at the cost of due diligence and other relevant HR processes)
HOW DOES PSYCHOMETRIC TESTING HELP?
Recruitment and Selection
Help you identify right fit – for job/culture
Aid to identify performers/leaders
Reduce cost of recruitment/bad hiring
Reduce attrition due to poor job-person match
Bring in greater job satisfaction in employees
Makes your selection processes comprehensive
Help to structure job role in an enriching manner
Promote your brand as fair employer
HOW DOES PSYCHOMETRIC TESTING HELP –
SPECIFIC PROCESSES
Training and Development
Help identifying precise training needs
Provide individualized coaching/guidance
Reduce cost of training
Enhance training effectiveness
Succession Planning/ leadership development
Help you identify leaders for future career roles
Coach /train employees to make them ready for such roles .
Team Building/Assessment Centers
Create high performance teams
Identify employees to build a strong leadership pipe line.
HOW DOES PSYCHOMETRIC TESTING HELP –
SPECIFIC PROCESSES
INTRODUCTION TO
PSYCHOMETRIC TOOL
WORK PLACE BIG 5
Used for understanding and interpreting personality
Uniqueness of individual personality is a function of
level differences in these factors in each person.
These factors which are also called “Big 5” are the most
basic five factors underlying a personality. These are-
1. NEED FOR STABILITY
2. EXTRAVERSION
3. ORIGINALITY
4. ACCOMMODATION
5. CONSOLIDATION
WORKPLACE BIG 5 PROFILE
The main principles of this tool are
Each personality has these five dimensions
Scores on these dimensions would fall along bell curve
Personality is best described by individual traits than categorizing personalities in key groups.
The strength of individual scores indicates personality preferences which are natural and innate in each person.
People who score in middle range of factors have combination of traits.
Workplace big 5 is considered to be Reliable, Acceptable, Respected, Valid, Uncomplicated, Compatible.
Notifies the energizing and draining competencies for you based on your inherent trait structure
WORKPLACE BIG 5 PROFILE
The test is based on the aspects that are universally acceptable to distinguish behaviour of one human being from that of another.
These aspects account for majority of difference between individual personalities.
The test has a high reliability score 0.90
The test is constructed using the language and references that are universally suitable in workplace contexts
It is NOT an evaluation of how well an employee is currently performing on a competency. It tells us as compared to group of people how comfortable that competency may be for an employee to perform for several hours at a time in the work place.
This in turn indicates the natural preferences of behavior of an employee while he/she performs a job role.
WORKPLACE BIG 5 PROFILE
NEED FOR STABILITY
Sensitiveness
Intensity
Interpretation
Rebound Time
These factors generally are associated with how well one can handle stressful situations at work place.
EXTRAVERSION
Warmth
Sociability
Activity Mode
Taking charge
Trust of Others
Tact
These factors are generally
associated with leadership
behavior at work place .
ORIGINALITY/OPENNESS TO
CHANGE/IMAGINATION
Imagination
Complexity
Change
Scope (details V/s big picture)
These factors generally
reflect upon one’s ability to
innovate, accept change and
deal with complex situations
ACCOMMODATION/ AGREEABLENESS
Others Needs
Agreement (managing conflict)
Humility (desire for recognit ion)
Reserve (expressing opinions)
These factors generally reflect on
how we may behave in group
situation. To what extent we can
defer our interest for others.
CONSOLIDATION/ WILL TO ACHIEVE
Perfectionism
Organization
Drive
Concentration
Methodicalness
These factors reflect on the extent to which we push ourselves towards goals achievement. How we balance personal and work needs.
Employees innate preference to the above 5 factors decide
whether he /she will find it natural and therefore comfortable to
work on certain competencies.
Work Place Big 5 reports can be used for job match in selection
and promotion related matters because it provides data as to
what extent a person will find it natural or comfortable working
on a particular set of job specific competencies in long run.
The psychometric assessment report will state, to what extent
person “X”s internal traits make him/her feel comfortable for
working on some tasks which requires a particular competency.
HOW THE ASSESSMENT HELPS?
For instance the report will state to what extent person “X”s internal traits make him/her comfortable in working on a job that requires competency – “Analytical Thinking”.
The results would state a score the person acquired and what does it mean to work on such competency for such person :
Score 9 to 10 Energizing
Score 7 to 8 Natural
Score 5 to 6 Somewhat Natural
Score 3 to 4 Draining
Score 1 to 2 Out of comfort zone
A person who finds it energizing, natural or somewhat natural on any given competency has better chance to succeed in roles that require such competency. This is because one finds it natural and comfortable to work on the tasks for which one has inherent preference and supporting traits.
HOW THE ASSESSMENT HELPS?
Let’s
always
remember
what this
great mind
said.
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