Use of-psychometric-assessments-in-talent-management-processes
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Managing an organization is not an easy job; in fact the better equipped one will always be undoubtedly ahead in the race. Strategy consulting is one such challenging stream that helps organization ...

Managing an organization is not an easy job; in fact the better equipped one will always be undoubtedly ahead in the race. Strategy consulting is one such challenging stream that helps organization define the core purpose of your business and establish internal consensus on the future one need to create.

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Use of-psychometric-assessments-in-talent-management-processes Use of-psychometric-assessments-in-talent-management-processes Presentation Transcript

  • 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.
  • HUMAN RESOURCE MANAGEMENT  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.
  • HOW DO WE GET RESULTS? PEOPLE COMPETENCIES BEHAVIORS (actions) OUTPUTS ORGANIZATION RESULTS
  • HUMAN RESOURCE MANAGEMENT  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.
  • IS IT EASY TO TAP THOSE? 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. Visible Hidden Skills Knowledge Values Self-Image Traits Motives
  • HOW DOES PSYCHOMETRIC TESTING HELP?  Provide insightful data on the matters hidden in underwater 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 secondar y input to the process and not at the cost of due diligence and other relevant HR processes)
  • HOW DOES PSYCHOMETRIC TESTING HELP – SPECIFIC PROCESSES  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.
  • INTRODUCTION TO PSYCHOMETRIC TOOL WORK PLACE BIG 5
  • WORKPLACE BIG 5 PROFILE  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 are1. 2. 3. 4. 5. NEED FOR STABILITY EXTRAVERSION ORIGINALIT Y ACCOMMODATION 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 per forming on a competency. It tells us as compared to group of people how comfor table that competency may be for an employee to per form 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.
  • 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 .
  • ORIGINALIT Y/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 recognition )  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.
  • HOW THE ASSESSMENT HELPS?  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 Score Score Score Score 9 to 10 7 to 8 5 to 6 3 to 4 1 to 2 Energizing Natural Somewhat Natural Draining 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.
  • Let’s always remember what this great mind said.