Personality Assessment Tool for HR Professionals

This article discusses the Personality Assessment Tool for HR Professionals and its impact on their career. It also highlights the strengths and challenges of different personality types in HR.

Running head: INTRODUCTION TO HUMAN RELATION
INTRODUCTION TO HUMAN HEALTH
Name of the Student
Name of the University
Author Note

1INTRODUCTION TO HUMAN RELATION
According to the result four letter personality types:-
INTOVERTED – 51% EXTRAVERTED - 49%
The first criteria which is Extraversion and Introversion signifies the source and the direction
of a person’s expression of energy. An extravert’s source and direction of the energy
expressed mainly to the outside world, whereas an introvert has the source of energy in the
internal world of their own. My energy style is a mixture of extroversion and introversion, so
I am neither a true introvert nor a true extrovert. As per the result I can call myself as an
introvert as because the score of the introvert is more than the extrovert. I also tend to use
both the styles equally. Depending on the situation I prefer to choose a style over another
(Kayaoğlu, 2013)
SENSING- 49% INTUITION- 51%
The second criteria is Sensing and Intuition which represents the process by which someone
perceive the information. By the term sensing we mean to say that a person mainly believes
in the information which he or she directly receives from the external world or people.
Whereas the term intuition means that that a person generally believe in the information
which she or he directly receive from the internal or a world full of imagination. My energy
style is also a blend of both Sensing and Intuition, but I show a slight preference for being an
Intuition where I process he information in an imaginative way. I generally focus on ideas
which cannot be generally observed. I tend to use both the styles when processing a certain
information depending on the environmental demands (Kroeger, & Thuesen, 2013)
THINKING- 43% FEELING- 57%

2INTRODUCTION TO HUMAN RELATION
The third criteria is Thinking and Feeling which shows how a person processes the
information. When a person takes a decision by applying proper logic that can be termed as a
proper thinking. Feeling means that a person makes a decision based on his or her emotions
that is they take decision based on how they feel for it. As a feeler I have values of
compassion, I cooperate and altruism. I tend to put the need of others above my own and I
always consider how to take of people around me. I always look for ways to work together
along with other people. I always look for various ways to work together with people in an
environment full of positive emotions (Faris, 2017)
PERCEIVING- 50% JUDGING-50%
The fourth criteria is Judging and Perceiving which shows how a person implement or any
piece of information he has processed. Judging means that a person generally organizes all
the events of his life events and he sticks to the plan he makes. As per the result my life
management is a mixture of both, and I prefer to choose both the styles in my life, depending
on the situations I switch from one to another. Neither am I a pure judger nor a perceiver. I
find myself to be more judging at work and a perceiver in personal life (Kiss, Kotsis, & Kun,
2014)
Strengths in my personality type in relation to my career
The HR department bridges the gap between an employee and employer. When a worker face
any issue with the co-worker, leadership or the employment terms, they come to the HR to
receive guidance and advice. HR professionals are specialized in almost everything from the
compensations to the employment laws (O'Brien, & Linehan, 2014) The employers lean to
the HR to ensure that the organization is meeting the rules and regulations and natural
expectations.

3INTRODUCTION TO HUMAN RELATION
Challenges in my personality type in relation to my career
Challenges like finding suitable candidates for the job from a huge number of applicants is
the basic problem I face. I have to set various criteria from time to time in the selection
procedure. Creating a balance between management and employees is also a big challenge as
because a human resource manager has a responsibility to balance the interest of the
management and employees Mirfakhar, Trullen, & Valverde, 2018)
Things I like about my personality aspects
There are a lot of different things to learn and do in being a HR manager as
profession. My career will help me meet a ton of people. Every day is a new surprise to me
because I like the “X” factor that is not knowing what my day will bring new. The spirit of
HR professional is always improvement and how to make things better.
Limitations of the personality assessment tool
The Personality Assessment tool is also referred to as a self-report tool where the
patient has to answer them based on their perception. Most of the times the patient dos not
have a complete knowledge of the questions so as to provide proper answer. These factors put
impact on the result of the tests. The test contains various clinical assessments which should
diagnosed by developing a proper treatment plan which will make the outcome of the
examination more suitable.

4INTRODUCTION TO HUMAN RELATION
References
Faris, R. E. (2017). Cultural isolation and the schizophrenic personality. In Schizophrenia
(pp. 156-168). Routledge.
Kayaoğlu, M. N. (2013). Impact of extroversion and introversion on language-learning
behaviors. Social Behavior and Personality: an international journal, 41(5), 819-825.
Kiss, M., Kotsis, Á., & Kun, A. (2014). The relationship between intelligence, emotional
intelligence, personality styles and academic success. Business Education &
Accreditation, 6(2), 23-34.
Kroeger, O., & Thuesen, J. M. (2013). Type talk: The 16 personality types that determine
how we live, love, and work. Dell.
Mirfakhar, A. S., Trullen, J., & Valverde, M. (2018). Easier said than done: a review of
antecedents influencing effective HR implementation. The International Journal of
Human Resource Management, 1-25.
O'Brien, E., & Linehan, C. (2014). A balancing act: Emotional challenges in the HR role.
Journal of Management Studies, 51(8), 1257-1285

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