evaluate the usefulness of Psychometric/Personality tests in the context of Human Resource Management and in the workplace

The aim of this is to evaluate the usefulness of Psychometric /Personality tests in the context of Human Resource Management and in the workplace . First of all , let 's start with a definition of Psychometric /Personality tests

`Psychometric means measurement of the mind . Psychometric tests purport to measure psychological characteristics , including personality motivation , career interests , competences and intellectual abilities (HRM Guide Network , 2007 , para .1

Psychometric /Personality tests are frequently employed by Human Resource practitioners , and there is a rationale behind it . As a part of comprehensive assessment of a potential

employee , such tests can reveal a lot of useful information about the abilities and inclinations of a future worker . With the help of such tests , it is possible to find out whether a prospective employee will be successful and effective in a position he /she applies for

Psychometric /Personality tests used by employers can be categorized as personality questionnaires and aptitude tests . As for the first type of tests , they are not time , and there are no predetermined correct answers

`Personality questionnaires are used to determine how people are likely to behave under various conditions .Personality questionnaires can also be used as self-assessment tools to help you understand your preferences and how these relate to your strengths and possible areas for development (University of St . Andrew 's Career Center , 2007 , para .2

The second type of tests is aimed at measuring applicant 's intellectual abilities

`Aptitude tests examine abilities such as numerical , verbal or abstract reasoning they do not test intelligence or general knowledge . Often presented in a multiple-choice format , the questions have definite right and wrong answers . They are usually strictly-timed and increasingly computerised , and to be successful you need to work through them as quickly and accurately as possible (University of St . Andrew 's Career Center , 2007 , para .3

The necessity of utilization of aptitude tests as an integral par of recruitment process is hardly ever questioned . Employers have the right to collect information about prospective employees ' intellectual abilities in to make reasonable hiring decision . At the same time usefulness and effectiveness of personality tests (or personality questionnaires ) is often doubted . However , personal beliefs and features of character to a large extent determine the compatibility of a worker 's values and preferences with company 's corporate culture . Furthermore recruiting is not the only realm of Human Resource Management where personality tests can be employed . Such tests can be used while designing training programs and organizing other activities relative to organizational learning . Different individuals have different learning styles , and with a view to maximizing the effectiveness of training programs personality types should be taken into account

Personality tests can be useful in the process of dispute resolution . If a Human Resource Manager is entrusted with a task to elaborate an effective procedure for corporate dispute resolution , than such tests can be helpful with regard to determining employees ' approaches to conflict and their preferences as to conflict resolution

Therefore , relevance of Psychometric /Personality tests to contemporary Human...