USE OF PSYCHOMETRIC

ASSESSMENTS IN

TALENT MANAGEMENT

PROCESSES

By Dr. Soniya Yadwadkar Soniya@CerveauSys.com

www.CerveauSys.com

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 FIVE

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.