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Job Analysis Recruitment and Selection in Globalization

   

Added on  2020-03-16

13 Pages4161 Words48 Views
JOB ANALYSIS RECRUITMENT ANDSELECTION

Table of ContentsIntroduction.......................................................................................................................3Personality assessment......................................................................................................3What are personality and personality assessment.......................................................................3Recent research on personality assessment.................................................................................4Ability tests........................................................................................................................7Recommendations/Conclusion.........................................................................................10References.......................................................................................................................12

IntroductionThe spread of globalisation has greatly affected the competition between businessorganisations. Processes and operations can now be easily replicated using reverseengineering and it has become very difficult for business organisations to attain marketcompetencies. In such a scenario, business organisations are highly relying upon their humanresources to help them achieve an advantage over their competitors. A talented pool of human resources, which is committed to their jobs and their organisations,can prove to be a great plus and the need to recruit the right people for the right type of jobhas also increased. Thus, business organisations are using all the strategies that they can tostrengthen their recruitment process and hire the best candidates available in the market. Toachieve this, business organisations design recruitment processes that can include a numberof tests, such as personality test, aptitude test, psychometric test, ability tests, psychologicaltests, etc. All these tests are aimed at assessing the ability of a candidate to adjust in theworkplace environment that the company has to offer and also to predict his or herperformance is he or she is recruited to work at a particular job position. Most of the business organisations follow traditional models of personality and abilityassessment, such as the big five personality traits, Myer-Brigg’s type indicator, Personalityinventory model, etc. but some research in the field have concluded that these tests havebecome obsolete and there are that the business organisations should modify these tests to acertain degree to solve a greater purpose. In this report, a detailed account of the past researchhas been reviewed to understand the importance that personality assessments and ability testscan have on the hiring process and their credibility in predicting the performance of acandidate. Further, relying upon the literature reviews, certain ethical issues related topersonality assessment and ability testing have also been discussed. Personality assessmentWhat are personality and personality assessmentA personality of a person is defined a set of characteristics, though process, thinking pattern,etc. that governs his or her behaviour in a social setup. The personality traits of an individualcan be greatly helpful in predicting his or behaviour in the future and how he or she might

perform in a particular job role under a given set of conditions [ CITATION JLH14 \l 1033 ].As a result, the personality traits of an individual can be really helpful to recruiters indifferent industries in making the right selection choice so that they can hire the rightcandidate for the right job and can avoid situations of high employee turnover. Therefore,recruiters and selectors in the business world have been relying upon personality traits as agreat predictor of performance of an individual. According to Philip E. Vernon, the processof assessing the personality traits of an individual, in order to predict his or her suitability fora job, is known as personality assessment [ CITATION Phi14 \l 1033 ].Recent research on personality assessmentPersonality assessment tests have been used as one of the most important tests duringrecruitment and selection processes to predict the performance and suitability of a candidatein a particular job role. There have been a number of personality assessment tests that havebeen used in the past, such as the big five personality traits, Myer-Brigg’s type indicator,personality inventory, etc. and all of them have their own unique method of judging thepersonality traits of an individual. Due to the rapidly changing environment, there are newresearches being conducted every day and new ideas have been evolving regarding the use ofpersonality assessment as a key performance indicator. In a recent research carried out by William Fleeson and Eranda Jayawickreme, it wasconcluded that the people, who carry out research in the field of personality or are usingpersonality assessments in the hiring process, should modify the existing models and shouldinclude a mechanism of differential reactions to situations in the all the models that they use.They also stressed upon the Whole Trait Model and its effectiveness in helping recruiters inassessing the personality trait of an induvial even more accurately [ CITATION Wil15 \l1033 ]. The crux of their work was divided into five main points i.e. 1) the descriptive side ofthe traits should be conceptualised as density distributions of states 2) whenever using the bigfive traits for personality assessment, an explanatory account should be provided for it 3) thewhole traits can then be prepared by joining the two parts formed out of the big five traits –the descriptive part and the explanatory part 4) the whole trait theory ultimately proposes thatthe explanatory part of the traits identified in the big five are comprised of social cognitivemechanisms and 5) the social cognitive mechanism that are the attributes of the big five

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