Psychometric Assessment – The state-of-the-art recruitment process

In this ever competitive business world, organizations have become particular with their recruitment process. Companies have started adopting various methods to assess a potential candidate. Psychometric Profiling, also termed as DPSA (Driver, Promoter, Supporter, and Administrator), is one of the most well-known methods of employee recruitment today.

Defining Psychometrics:

Psychometrics is the field of study concerned with the theory and technique of assessing one’s psychological capacity. This includes the measurement of knowledge, abilities, attitudes, personality traits and educational aspects such as questionnaires, tests, and personality assessments.

Objectives of Psychometric Profiling: The objective of Psychometric Profiling is to analyze a candidate’s intrinsic nature and professional aspirations. Personality tests have proven to be useful for recruitment as well as for employee evaluations and career development.

How does Psychometrics help?

The Professional Profile personality test is designed to provide an in-depth analysis of a candidate’s personality profile and temperament required for the job. The test is also used for career guidance along with assessing suitability for employee promotions. Psychometric Profiling also helps in identifying training and development needs.

Target groups: The Psychometric test is used for Executives, employees, job-seekers, graduates. The psychometric test is also one of the most frequently suggested tests by psychologists and HR professionals.

The aim: The test aims to make people aware of their own behavioral styles and the different psychometric profiles they fall into. Once they are aware of their own Psychometrics, it becomes easy to be flexible and adaptive to others in social/personal or office situations.

Psychometric Profiling or DPSA profiling has become very important in today’s recruitment and employee development process and professionals and students alike need to be aware about it and, fortunately, even management Schools that have realized its importance. Watch this video by Welingkar’s Hybrid Distance Learning Program on DPSA profiling to that can help students in their career.

The workshop covers, ‘Personality types’, ‘Response to different situations’, ‘Creative test’ and helps understand oneself against many others.

 

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Understanding Positive Organizational Environment

There is a well-known HR mantra of ‘Positive Organizational Environment’ that has helped organizations perform well despite the challenging economic climate. This mantra has helped the companies to create a work environment where the employees feel energetic and all charged-up. In other words, these employees experience a positive climate, thus inspiring them to perform better.

What exactly is a ‘positive climate’ or ‘positive organizational?

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A ‘Positive organizational climate’ is simply the perception that employees have towards an organization. This perception is developed only through their work experience and a leader is the one who plays a crucial role in creating the same for the employees.

A Leader’s Role: 

Leaders play a major role in creating a ‘positive climate’ as they are the ones who can inspire the employees to push their boundaries. They should also reward individuals who demonstrate exceptional teamwork. Employees who show dedication, perseverance, and conviction of purpose should be openly appreciated by their leader/s.

How to develop positive organizational climate?

Positive organization climate through which both the organization and employees can benefit can be developed. With:

Clarity: Employees should have a clear understanding of the organizations’ goals. This helps them understand their own responsibilities and the role-play in reaching that goal.

Equality: Employees should feel a sense of equality in the organization and not just another employee who is delivering a given task.

Recognition: Every employee wants recognition for their hard work in the organization. In order to create a ‘positive environment’ leaders should show appreciation and acknowledgment and provide them with appropriate feedbacks.

Teamwork: A positive climate can be created with teamwork where everyone is working as a team without any ego clashing.

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The above ways are helpful in developing a positive organizational climate. But if leaders and employees want to understand current trends in organizational climate, the Human Resources module of Welingkar’s Hybrid Learning Program takes a case study approach and challenges the students to come up with solutions for creating a positive environment.

 

How to do Staffing the appropriate way

Human Resource or Personnel is the most important resource of a business and an organization. That is why it is important for HR managers to ensure that they follow scientific staffing practices in their enterprise.

‘Staffing’ forms an essential pillar of management. Without proper ‘Staffing’ practices, the essence of PODSCORD is lost. Any organization cannot survive without any of its core elements.

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The effectiveness of other managerial functions depends on the degree of efficiency with which the staffing function is carried out. The performance and mindset of the employees at one level depends on the degree of efficiency with which staffing is handled.

 

Staffing as a system includes recruitment, training and development, compensation and career progression or promotion. However, at a more subtle level, staffing also includes treating employees with respect, fairness, and dignity. Research indicates that employees tend to return the favour when they are treated with dignity and respect. Research indicates that employees demonstrated a higher level of commitment when they felt that their staffing system was fair and just.

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The critical elements of staffing are:

– Effective recruitment and selection

– Proper placement

– Adequate and appropriate training for development

– Satisfactory and fair transfer and promotion

– Ensuring harmonious relationship between management and employees

– Adequate provisions for retirement

As a Human Resource Manager, if you want your organization to be a winner, it’s important    that you come up with a structured staffing plan.

Welingkar’s Hybrid Management Program enables aspiring Human Resource professionals with detailed study on Staffing and other HR strategies, through its Distance Learning education.

3 Tips for First-Time Managers

Congratulations! You have become a manager for the first time in your career- something you have been looking forward to. Now, your success as a manager will depend on others as much as on your own skills.  Being a manager is a tricky role to play as you have to maintain the fine line between being a team leader and being a team player.

Here are 3 tips to help you get through the initial phase of being a manager.

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Start Afresh: You have done really well and reached this position. Now, forget what you did and start afresh. The most important thing to remember as a manager is that it is not only about you now, but others (team members). Consider each team member’s perspective, needs, interest, skills, and preferences. Figure out how to influence, communicate, and motivate people in a way they care about. This will help you be a more effective leader.

Push the boundaries: Managers who provide assistance and challenges are rated better performers at their job by their boss. Throw in challenges that you know your team can achieve and then guide them towards the goal.

You are in charge: When you become the manager, your team is always going to look up to you for guidance. In a team, egos are bound to clash, but as the person in charge it is your onus to hold the team together and maintain harmony.

A manager is an important role in an organization and the skills required to be a good manager requires proper mentoring and training. Welingkar’s Hybrid Distance Learning PGDM programs understand and takes initiative in creating next generation managers through interactive workshops and experiential learning methods.

 

 

 

Managing Stress with Spirituality

Stress has become a common term in our highly competitive world. It is said; approximately one in every three individuals is a victim of stress, depression, and various kinds of psychological and emotional disturbances. For most professionals, working under stress has become a common occurrence. It impacts professionals at various levels, like affecting an individual’s work performance, breeds a sense of insecurity, anxiety, and helplessness and affects personal and social life.

Stress is an ever-persisting problem with a lot of professionals. Fortunately, modern organizations are sensitive towards these issues coming up with various stress management programs. Spirituality has become one of the most preferred ways of handling the ever-increasing stress levels. The main reason that spirituality helps in keeping stress under check is because it helps an individual realize the true purpose of life and connects one with the universe.

Spirituality also creates a sense of inner peace in this chaotic world. The new found peace enables professionals to deal with hectic schedules and demanding situations in a calm manner. Venturing into spirituality benefits an individual’s health with various yoga exercises to keep them physically fit. Spirituality also helps people undergoing personal uncertainties and miseries, giving them a confidence and will alleviate their sufferings thereby making them tranquil and simultaneously boosting their self-confidence.

Professionals working in high-stress jobs need an outlet which organizations understand. Fortunately, institutes offering management courses are also encouraging to-be professionals to indulge in spirituality.

Watch this workshop by Welingkar’s Hybrid Learning Program to understand how Spiritual workshop and stress management workshops can help professionals attain peace and thus become successful.

Balancing Time and Energy

As the demands of the workplace keep rising, many employees respond by putting in even longer hours. This inevitably leads to burnout, which in turns costs both the organization and the employee. Most people do not realize that they could be overwhelmed at times and need to re-energize. Increasing the energy capacity is the best way to get more efficient and enhance your work performance.

Stephen R. Covey, the author of ‘7 Habits of Highly Effective People’ has some helpful insights on how to balance one’s time and energy. He advocates to “Sharpen the Saw’, by which he means, “Balance and renew your resources, energy, and health for living an effective lifestyle. It primarily emphasizes exercise for physical renewal, prayer (meditation, yoga, etc.) and good reading for mental renewal. It also mentions service to society for spiritual renewal.”

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Time is an important factor, it is a finite resource, but energy on the other hand, is different. Energy has four wellsprings- the body, emotions, mind, and spirit. In each of the source, it can be systematically expanded and renewed. For example, harnessing the body’s rhythms by taking regular breaks reestablishes physical energy. Another alternative is to reject the role of a victim and instead, view events with more positivity and hope. This defuses energy-draining negative emotions. As for restoring mental energy, it is a good idea to avoid constant distractions that technology around us tends to introduce. Instead, participating in interactive activities that can give a sense of meaning and purpose boosts the spirit.

Multinational companies like Ernst & Young, Sony, Deutsche Bank, and similar others have observed that a group of employees who went through an energy management program outperformed a controlled group on important financial metrics. When organizations invest in all dimensions of their employees’ lives, individuals respond by bringing all their energy wholeheartedly to work– and both the organization and it’s people grow in value.

Balancing time and energy can be tricky, but one can learn with ease. Hybrid Learning Programs tend to incorporate Business Simulation Games, Experiential Learnings, Leadership Treks, and workshops on similar themes to help professionals learn about balancing time and energy effectively.

 

Myths about ‘Interview’

The mere thought of an ‘interview’, makes most people nervous even if they have spent hours preparing for it. But there are a lot of illusions and myths regarding interviews that we are here to break.

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Myth 1: Interviewers are always prepared: David Couper, a Career & Executive Coach and the author of ‘Outside on the Inside: How to Create a Winning Career… Even When You Don’t Fit In’ says, “In reality, most interviewers are not prepared for the interview, they usually just wing it based on their own experience.”

Myth 2: The interviewer will always ask the right question: Regarding this myth Couper says, “Many interviewers prepare no questions beyond the ‘tell me about yourself’ and in some cases, you may be interviewing with a Human Recourses representative or a high-manager who doesn’t have a lot of specific information about the open job’s duties.”

Myth 3: The more qualified person lands the job: This is not true at all, in fact, according to Couper, the less-qualified, but more outgoing candidates has a better chance of winning an interviewer over. Basically, the interviewer is looking for someone who can do the job and fit into the culture.

Given below are some tips that will help you tackle the myths and give a better interview:

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  • Instead of talking about yourself in the interview talk about what you intended to accomplish in the position you want and specify your past successes illustrate that.
  • Avoid giving long answers, be straightforward and to the point.
  • Express your willingness to work with the organization.

These myths and tips are applicable to every kind of interview, be it Retail Management, Supply Chain Management, or even Creative field. The core of the interview does not differ. But if you further want to refine your interview skills, Welingkar’s workshops on Mastering the Interview and learn how to fight those nerves.