Changing Patterns of Human Resource Management - Essay Example

Introduction The success of an organization is largely dependent on being able to hire the correct workforce, provide the correct and relevant training to the workforce and developing the workforce in such a manner that it looks to bring efficiency and effectiveness in the different activities it carried out. The selection process as a result has become rigorous and looks at having different psychological and other test which will help to understand the manpower and provide an opportunity to select the correct manpower. This paper looks to evaluate the manner in which psychological test like Myers-Briggs test will help to select the correct individual. It will help to highlight the manner in which using psychological test will help to look at different core areas and provide a mechanism through which correct manpower for the long term will be selected. This will thereby help to maximize the gains and will help to formulate strategies which look at better use of resources and help the business to achieve its long term goals. Psychology of Management Psychology of management looks towards directing both directly and indirectly to act in a predetermined manner and acting in a manner which will help to accomplish the different goals. The success is thereby dependent largely on the process of managing different resources and dealing with the psychology aspect so that a better correlation can be established between the different resources for better results. The human factor is the critical and most important factor as it leads towards establishing the required correlation and identifying the manner in which different resources will be used so that most positive results can be achieved. The greatest dimensions which thereby looks to be searched through the psychological test is to find out the manner in which motivation, leadership, interpersonal relations, selection of personnel have a role in determining the manner in which different activities will be carried out. Critical Analysis The selection process looks at identifying the different needs of the business and matching those with the business needs so that correct personnel can be selected at the appropriate time. The process thereby looks at finding, assessing and engaging new employees and at the same time looking towards promoting employees so that better use of resources becomes possible. The focus is thereby towards matching the capabilities with the interest of the prospective clients so that selection of the candidate and the rewards can be based on it. Selecting employees is the most vital point and thereby requires accessing the psychological needs and requirements so that the business is able to fulfil the different needs of the future. Using psychological test helps to select candidates who are prospective candidate for the future as it helps to provide certain advantage. Firstly, it helps to select candidates by matching the talent and skills with the job requirements. This helps to select the correct candidates and reduces the overall risk as the business is better placed in using the different resources. Secondly, it ensures that the cost associated with the recruitment of employee is not wasted and used in the best manner as it helps to select the best candidate and using psychological test like Myers-Briggs test helps to reduce the risk for the business. Thirdly, it enables the organization to use different selection techniques and thereby enables to find out the manner in which best employee will be hired. This helps to create a path fir the future as it helps to create a sense of direction for the future. Organizations to garner the different benefits look towards identifying the manner in which the different selection process like group discussion, interviews and other mechanism which provide better results. This techniques helps to ensure that the selection of prospective candidate is based on different dimensions but to ensure that the hiring process is better and looks at different dimensions different aspect needs to be looked at. This will require looking at the different dimensions and aspect and ensuring that the process of selection helps to hire and recruit the best person. The human resource department to look towards ensuring that the process of hiring tends to select the best candidate also has to look at addressing issues like matching the skills of the employees with the job requirements. Psychometric tests help to test those skills as it provides better information and details regarding the candidate and the job. This helps the organization to identify the best fit and creates an opportunity where planning for the future becomes possible. This thereby requires that organizations need to include different psychometric tests so that they are able to evaluate the different skills of the employees based on better parameters and thereby create a path through which the long term future objectives can be attained. Psychometric Test Psychometric test looks at checking the cognitive ability of the individual and aims towards fulfilling the different business needs of the organizations. This test helps to understand the different verbal, numerical and logical ability of the person and thereby helps the organization to understand the manner in which the individual will be able to address different problems and issues. The different test also enables to check the behaviour of individuals, personality, life/work orientations and value systems which can be matched with those of the organization and based on it a proper match can be ensured (Hendry, Pettigrew and Sparrow, 2008). This will help to reduce the overall risk for the business as identifying and selecting the correct talent based on it will provide useful and long term returns for the business. The use of different psychometric test will help to analyze the skills of the employees based on different dimensions and areas which will help to address the different areas which are imperative for the long term success of the business. The process of carrying out psychometric test also will enable to develop a process through which the business will be able to work on different areas. The process will help to find out the areas through which the business will be better positioned and will be able to bring about a change in the hiring process. This will entail towards bringing about a change in the manner different activities are carried out and will look towards improving the overall mechanism through which different business decisions are taken. This will help to bring about a complete change and transform the manner in which different activities are carried out and will help to multiply and improve the result of hiring employees. Myers-Briggs Test The Myers-Briggs psychometric test is used extensively by business as it helps to identify the psychological preference of person and the manner those preferences assist a person in decision making (Bowen, Ledford and Nathan, 2011). The test helps to understand the different personality characteristics that the person demonstrates and helps organization to identify the fit with the organization. Proper examination and identification of the personality type also assist business in determining the manner in which future training needs of the business has to be planned and the different training which the employee needs to undergo so that a proper fit between the personality of the employee and the organization takes place. The test which is being used a psychometric test also helps organization in the formation of team as understanding the different personality traits provides an opportunity where people can be formed under groups based on their skills. This helps to ensure that likeminded people and employees who can contribute towards the long term prospect of the organization come together and function as a single group (Kydd and Oppenheim, 2010). This helps to marginalize and increase the overall value and importance of group formation and provides an important imperative through which the business becomes better controlled and coordinated. This fosters a culture where personality of people gets started to reflect in the work domain and helps the business to be able to work in a manner through which the overall productivity improves and better results are achieved. Impact of Myers-Briggs Test on Business The manner in which the use of Myers-Briggs test has grown over years especially in organizations highlights the different benefits that the test would provide. Some of the gains which organizations believe is accrued due to Myers-Briggs test is Firstly, it helps to identify the personalities of different people working within the organization. This will help the manager and the management to understand the manner in which the person interprets, understands and communicate with others within and outside the group. The process thereby helps to identify the pattern and the manner in which the person will act in different situation thereby helping the managers to be more ascertained about the role and responsibilities of the person Secondly, the process will lead towards improving understanding as being able to understand special aspect about the person will help to improve the manner in which people communicate (Cunning, 2012). Understanding the personality will guide regarding the manner in which the person reacts, his thinking process, the manner in which decisions are taken and so on. This will help to foster better relationship as proper understanding of the other person becomes possible and will thereby help to work in a better and coordinated manner. Thirdly, it will facilitate the process of creating teams as the managers based on the goals to be achieved can look towards having people with different personalities to be part of the team. This will help to ensure that the groups are formed based on the different needs and requirements of the business and will be better placed to understand the manner in which working will be carried out. Effective formation of groups by having different type of people will increase the chances of success and multiply the overall opportunities and ensure better use of resources. Fourthly, it will help to improve the process of coaching as providing the different counselling sessions will improve. This will help to focus on areas which is important and required to highlighted thereby helping to multiply the overall opportunity of forming better employees (Cunning, 2012). This will also assist in future planning as based on the future needs and requirements of the organization and matching those with the skills and personality of the employees succession planning can be carried out. This will help in being better placed in the future and having foresightedness for the future will multiply the overall growth opportunities Fifthly, it will help to carry out different team building exercises by identifying the different training needs of the people. The process will lead towards formation of team based on the employees’ skills and bringing about a change in the manner different decisions are taken. Matching the skills with the personality and needs of the organization will help to develop training programs and will help to develop better individuals who will be capable of carrying out different work and activities in the most professional and diligent manner. Despite the different gains which Myers-Briggs personality test provides there are several risk which needs to be analyzed and based on it decisions needs to taken so that the process leads effectiveness and helps to work in a professional manner. Some of the drawbacks associated with Myers-Briggs are Firstly, the process of carrying out the test is costly and needs to be carried out under the supervision of an expert. This at times might not be feasible for small business organization and all employees might not be tested under the same (Cunning, 2012). The result obtained for others thereby cannot be mixed with those who haven’t being tested and might thereby not provides the same returns as expected. Thus, cost becomes an area of concern which might restrict people from carrying the test Secondly, the respondents who have undergone the test and have realized their personality score might not be willing to undergo further change and transformation and change. For example a person who had been adjudged an introvert would not feel that he will change and would thereby act in that manner (Beaumont and Hunter, 2012). It could be a situation where after identifying the personality the behaviour changes in that direction and the person is not willing to change or improve further. This will impact the performance of the business as the desired goals and objectives will thereby not be attained. Thirdly, the test could provide different results in different situations. An individual carrying out the test could be guided by his present emotions and state of mind in filling the different answers. This might change in different circumstances so the result which will be identified might not be very conclusive and could be slightly risky considering the manner in which behaviour of people undergoes changes. Future Direction The Myers-Briggs personality test is a good indicator if carried out correctly and under supervision as it helps and assist the organization in proper team formation, developing training programs and planning for the future. This is a good indicator and provides useful guidance for the future. Organizations in the hiring process should look at using psychometric tests like Myers-Briggs so that the people who are selected are done more precisely and the process helps to provide long term benefits. There are negatives associated with the test but the positives outweigh them. Also the fact that the test is widely used and has assisted organization to identify the correct talent so it is important that the business look to have a similar test being carried out so that different behavioural and cognitive skills which were not visible can be understood. This will help in better planning and will multiply the effectiveness of the recruitment process thereby ensuring that the long term goals of the business can be achieved in the best possible manner. Conclusion The paper thereby highlights that Myers-Briggs personality test is a good indicator to understand the cognitive skills and including those in selection process will help to improve the overall mechanism through which people are selected. The process will also help to develop better teams and training programs and will foster a culture where the entire organization will be able to work in a better and coordinated manner. The different gains and demerits highlights the manner in which Myers-Briggs has an impact both on employee an employer and brings forward the different dimensions of the personality tests. Overall it was identified that having psychometric test in the recruitment process improves the effectiveness of the recruitment process and ensures that the organization is better placed and selection of different employees becomes better as matching the skills with the requirements helps to ensure that the correct person is hired. This will thereby improve effectiveness and ensure that the different resources are used in the best manner. References Beaumont, P.B. and Hunter, L.C. (2012) “Competitive Strategy, Flexibility and Selection: the Case of Caledonian Paper”, Industrial Relations Journal, 23 (2), 222–228 Bowen, D.E., Ledford, G.E. and Nathan, B.R. (2011) “Hiring for the Organisation not the Job”, Academy of Management Executive, 5 (4), 35–51 Cunning, L. (2012) ‘Myers-Briggs test not all psychologists' type’ The Age, 18 December http://www.theage.com.au/world/myersbriggs-test-not-all-psychologists-type-20121217-2bigg.html Hendry, C., Pettigrew, A. and Sparrow, P. (2008) “Changing Patterns of Human Resource Management”, Personnel Management, 37–41. Kydd, C.T. and Oppenheim, L. (2010) “Using Human Resource Management to Enhance Competitiveness: Lessons from Four Excellent Companies”, Human Resource Management, summer, 29 (2), 145–166. Read More