Human Resource Management Essay Paper.
Persuasive Paper #1
Having covered basic topics of human resource management, you will write a persuasive paper in which you argue for or against the following assertions (100 points):
Personality tests should not be used to select employees.
1. Include a cover sheet with your name, date, name of the class, and a title for the paper.
2. The paper will be 4 pages, doubled spaced, 12-point font. Not including the cover sheet and reference section.
3. Include a Reference Section. You must include 4 references (No Wikipedia). Use APA STYLE for citing and referencing your sources.
Requirements: 4 pages
Name of Class
Employer convenience from personality assessments is apparent. They give recruiters valuable information about how applicants’ attitudes and character will affect their professional behavior, allowing them to appreciate better how they collaborate with others, overcome challenges, and regulate their thoughts. Personality surveys have several advantages, including a better understanding of the candidate, an unbiased recruitment approach, shorter time-to-hire, enhanced ROI, identifying negative personality traits, and a higher likelihood of getting the best-fit individual (Postigo et al.,2020). In addition, personality testing offers employers’ standardized, actionable information into how applicants interact with other employees in the workplace and helps employers forecast job performance.
The hitch is that every new hiring is critical to forming a homogeneous and effective company, but finding the perfect individual is difficult. There are numerous factors to evaluate, ranging from competence to personal qualities. In addition, the employees must carry out their job responsibilities, work well with others, and contribute positively to your company’s culture. A personality test is administered throughout the recruitment procedure to see if the job prospect is suitable for the position. Adults’ personalities are predetermined (Postigo et al.,2020). There are numerous types of personality tests available in the industry. The best personality tests for job considerations concentrate on workers in the business, such as Omnia or DISC. Personality tests cannot work alone. However, they need other such as interviews. Personality tests don’t alter with time, and, despite how concealed they appear at first, they generally shine across at some point. Therefore, I am in contention with the claims made that personality tests should not be used to make hiring decisions.
Personality tests provide Human Resource managers with a distinct approach to determine whether a candidate will succeed in a specific function. The advantage of having applicants complete a brief minutes exam is that it ensures that the correct person is quite well to both the organization and the role they are looking for. Numerous applicants have a robust interviewing style but struggle with the essential job responsibilities (Persson, 2018). Specific candidates may not do well in interviews, but they could be an excellent fit for the team. You’ll learn how the candidate’s personality qualities mesh with your company’s culture and working surroundings. The personality test should not be the only factor considered when recruiting, but it should be included in the hiring procedure. The documentation to show a candidate eligible for the job is equally essential. A personality test should be implemented in the hiring process.
Personality testing help businesses tap into their employees’ full potential. Most companies have a high-potential employees at their hands. Businesses, however, need to assist such talented ad skilled employees in becoming more engaged or producing more effectively. A personality test will help the organization determine what inspires each personal characteristics (Persson, 2018). Managers that have maintained records of being more successfully educate and promote their employees by fully recognizing their specific set of talents and strengths regularly. Employee retention can be improved when accomplishments are well-received and appreciated. Putting people in the correct roles and projects is the first step in developing a competent and efficient staff. Set them up for prosperity, as well as your firm.
Employees who pass personality tests are more inclined to be promoted from the inside, encouraging current staff to do their best work by aggressively promoting them (Persson, 2018). Internal promotions are an excellent approach to reinforce your corporate principles because they have developed contacts and are familiar with organizational operations. In addition, personality tests can aid in the identification of people who may be good in specific jobs. Employees with a high empathy rating, for instance, may excel in customer support or sales. Those who delight in statistics and research may be assigned to quantitative positions.
Personality tests are frequently used as part of business training. Employee Retention is aided through personality assessments. The assessment findings of their staff might help companies grasp different points of view (Persson, 2018). They can keep employees focused and committed at work to enhance their skill sets by understanding how they are programmed. Companies have accessibility to employees’ mindsets and habits and how well they mix with the company’s culture because personality qualities are immediately evident. Staff turnover can be reduced, and employee efficiency can be increased by matching business culture to employee characteristics.
Employees’ capabilities and shortcomings are revealed through a personality assessment. They also inform how workers process the facts, make judgments, lead under duress, handle problems, spend their time, and exhibit organizational skills. There are a plethora of character tests accessible. DiSC, which assesses dominant position, impact, dependability, and perseverance, the Myers-Brigg Type Indicator (MBTI) evaluates four psychological processes: sense, insight, emotions, and thoughts. Or The Birkman Method, which assesses personality, social awareness, and vocational interests, are all options available to a corporation. Companies better understand your advantages and disadvantages, as well as how to interact with other characters, by evaluating the team’s qualities and changes in communication, management, and work performance (Derecskei & Paprika,2017). Businesses’ ability to discern different personality traits will help them come up with unique issue solutions and will aid organizations in coping with problems, tension, and behavioral patterns.
The most significant aspect in obtaining and maintaining a job is conscientiousness. Conscientious people are usually well-organized, dependable, and ambitious, and they plan to be more successful in their endeavors. Because people with high levels of conscientiousness accomplish better at work, there will be less turnover. They are constantly willing to work and pay attention to fulfill their objectives (Postigo et al.,2020). Employees who are exposed to more positive emotional reactions are more likely to be more productive. Emotional intelligence influences behavior in the workplace, such as creativity, customer satisfaction, task completion, punctuality, timely completion, and worker dedication.
Employees that are displaying At work, both extrovert and introvert personalities are necessary. Different vocations necessitate varying degrees of extraversion. Extraversion is beneficial invocations that demand a lot of connection with other people, such as corporate communications, teaching, and sales (Derecskei & Paprika,2017). Folks with less extraversion may be better suited to jobs that need them to operate autonomously and alone. Employees who are extroverts can think outside the box and do something innovative and significant for the company. In tasks that need creative thinking and a positive approach, a high level of receptivity is critical.
The validity and value of personality tests in picking the correct candidate are widely accepted. It does, however, have several criticisms. An individual’s attitude, for illustration, may evolve and develop over time as they gain experience. As a result, a personality test might not have been the best instrument for determining a candidate’s suitability to work for a company at any given time. To strengthen the effectiveness of personality tests, intelligence tests, cases to execute theoretical applications in the actual world, and face-to-face interviews at various management levels can be used incorporated (Persson, 2018). They work better because they are connected. Although personality tests have been criticized, they undeniably do more good than harm to organizations and businesses and should be part of the recruitment process.
Derecskei, A. K., Nagy, V., & Paprika, Z. Z. (2017). How Can Creative Workplaces Meet Creative Employees?. Central European Business Review, 6(4), 3.
Moshoeu, A. N. (2017). A model of personality traits and work-life balance as determinants of employee engagement. Unpublished PhD dissertation. Pretoria: University of South Africa.
Persson, R. S. (2018). Recruitment mistakes, future employees, and fabulous fantasies: The market’s need of magical qualities. In Human resource management: A Nordic perspective (pp. 86-102). Routledge.
Postigo, Á., Cuesta, M., Pedrosa, I., Muñiz, J., & García-Cueto, E. (2020). Development of a computerized adaptive test to assess entrepreneurial personality. Psicologia: Reflexão e Crítica, 33.