Use of Psychometric Tools in Competency Based Placement and Training
| Published date | 01 July 2012 |
| DOI | 10.1177/0019556120120310 |
| Date | 01 July 2012 |
| Author | Ashima Singh |
| Subject Matter | Article |
USE
OF
PSYCHOMETRIC
TOOLS
IN
COMPETENCY
BASED
PLACEMENT
AND TRAINING
ASHIMA SINGH
Psychometric tools are found effective in matching the
competencies
of
an
individual with the requirements
of
the
job. They offer two appropriate techniques-Job analysis
and
Psychological testing. It is a powerful tool
of
envisaging how someone will typically behave, based on
the distribution
and
combination
of
fundamental
personality traits.
This
tool can be used
in
many contexts,
like, selection and assessment, individual and leadership
development, team building and organisational change and
development, etc. For the sake
of
setting sustainable
standards in personnel management the competency
mapping and training should not be just a one time exercise
but a continuous ongoing process.
There
is
an
immediate
need to switchover to proper competency mapping and
create a sense
of
belonging between administrators,
administration and public.
THE EMPLOYMENT notice
of
Walt Disney reads "Women with lipstick
and dangling earrings and men with mustaches need not apply" Why
such an embargo? Disney is clear in its reply. They associate dangling
earrings and lipstick as a symbol
of
a female who is conscious
of
her
own looks and a man with mustaches as an egoistic person. Such
workers do not fit into the Disney culture which says 'MacDonald sells
Hamburgers' 'Disney sells happiness'. So the employees
of
Disney
need to act for the happiness
of
others and not be hampered by their
personal ego
or
their looks.
If
the Disney worker wears make up it
will
all wash out
if
he/ she has to jump into the water to help out a child. So
Disney recruits sporty type
of
males and females who are fit to give an
ad_vertisement for sports shoes.
Men and Women who do not possess the relevant knowledge or skill
can be trained to perform as per the requirements
of
the job but those
whose traits and attitudes do not synchronize with the core values
of
the
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