Use of Psychological Examinations of Employees and Job Applicants in Personnel Management

Olšovská, Andrea; Švec, Marek

doi:10.5772/67868

Cited by 4 publications

(4 citation statements)

References 6 publications

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“…There has been a rise in the need to use psychometric tests in the recruitment process to select candidates. Different psychological factors affect the recruitment process of an employee in an organization (Olšovská and Švec, 2017). As reported by Cole et al (2009), recruiters look for candidates whose personality is in accord with the vacant position as it was found that personality largely impacts job performance.…”

Section: Selection Of Sales Personnelmentioning

confidence: 98%

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A Spherical Fuzzy Framework for Sales Personnel Selection

Biswas,

Chatterjee,

Majumder

2022

JCCE

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In this paper we aim to provide an extension of the personality style based psychological comparative assessment of salesmen using three orientations such as task, people and organizations ("Sales Troika" or ST). Contrasting to the classical ST model, we use Spherical Fuzzy Set (SFS) for ranking of statements and subsequent score calculations. Personality Assessment (PA) is an important aspect during the process of recruitment and selection. PA acts as one of the critical success factors (CSF) for effective selection as personality significantly influences the performance of the employee. The psychological frameworks follow conventional scoring which suffers from subjective bias. The present paper attempts to offset the subjective bias (due to imprecise and uncertain information) by using SFS based rating and calculations. The study is carried out in two steps. First, a group of five (5) candidates applying for sales job at the junior level have taken part in the comparative assessment process. We use our framework to classify the respondents according to their style. Second, we carry out a SFS based Multi-Criteria Decision Analysis (MCDA) for their relative ranking based on the opinions of the members of a selection panel. To carry out the comparative assessment of the candidates based on experts' ratings, we use the modified SF LOgarithmic Percentage Change-driven Objective Weighting (LOPCOW) method. We examine the stability and accuracy of the SFS-MCDA model through validity testing and sensitivity analysis. We observe a resemblance between the decision of the panel and the personality assessment results.

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Section: Selection Of Sales Personnelmentioning

confidence: 98%

“…(Kidwell et al 2021, Chen andJaramillo, 2014). Olšovská and Švec (2017) stated that creativity is one of the main factors that recruiters look for in candidates. Creative people are more invested in their work as they look for novel solutions to different problems and it also encourages collaboration.…”

Section: Selection Of Sales Personnelmentioning

confidence: 99%

A Spherical Fuzzy Framework for Sales Personnel Selection

Biswas,

Chatterjee,

Majumder

2022

JCCE

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“…Psychometric tests reveal information about the candidate they did not intend to reveal themselves, and also provide information about the mental health of the candidate, the personality, ability to work under pressure etc. (Olšovská & Švec, 2017). If the purpose of the psychometric test is to gain information about the mental health of the candidate as a precondition to conduct particular work requires a specific legal regulation set out in Article 6 (1) (c) of the Regulation resp.…”

Section: Processing Of Information About the Physical And Mental Healmentioning

confidence: 99%

Personality Aspects of the Employee and Their Exploration From the GDPR Perspective

2018

Central European Journal of Labour Law and Personnel Management

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The paper addresses the issue what impact the personal aspects have on work performance in the light of the current European legislation on protection of personal data. The authors focus on two selective issues (mental ability and physical ability) with a practical impact on the activity of the employer. The goal of the submitted contribution is to assess whether the information about the mental and physical health of the employee is considered to be a personal data or sensitive information, and what legal basis the employer has for processing this data. Assessed is the holistically perceived personality of the employee with an emphasis on information about his mental and physical health, since it affects the legislation handling personal data. The second part of this study examines the legitimacy of processing personal data in the work environment of the employer. A resolved partial issue is the possibility of the employer to receive information about the mental health of the employee even if specific legislation does not provide such a prerequisite for work performance. To examine the defined legal issue we applied qualitative methods, critical in-depth analysis of the law and logicocognitive methods. Based on the legal background and personal opinion, the authors consider determining the concept advocated by WP29, which provides a broad meaning of the term personal data regarding the health condition. According to this, the employers should consider not only the specific information about the health condition of the employee, but also the data concerning the health condition that can be deducted from the existing data.

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“…The scope of tasks is determined not only by the qualitative characteristics of the incentive system and the satisfaction of the primary needs of the employee. Essential are organizational means, monitoring and analysis of psychological features of professional motivation of personnel, focus on psychological methods of motivation management, understanding the dependence of individual effectiveness of the subject on the level of internal motivational readiness [14][15][16].…”

Section: Introductionmentioning

confidence: 99%

Professional motivation of employees of internal affairs bodies as a factor of personnel potential management in the system of the Ministry of internal affairs of Russia

et al. 2021

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Professional motivation of employees of internal affairs bodies is a significant factor in the management of personnel potential and requires systematic monitoring of indices determining the motivational readiness for the activities of the subjects of the law enforcement sphere. It is determined by indices that reflect the essence of personnel potential, which depends largely on both the psychological parameters of employee motivation and the psychological and pedagogical competence of managers. Structured operational and service tasks are very important in the motivation management or support the importance of employee performance. The systematic monitoring of motivation level ensures its stability and creates conditions for a qualitative prediction of reliability and effectiveness of the subject. The conducted empirical research of motivational profile shows that the motivation level of subjects of professional activity of internal affairs bodies, at the initial stages of professional genesis, is significantly higher and differs by the moral and business nature of orientation from similar indices of subjects at the later stages of professional activity. At the same time, the overall motivation level, regardless of length of service, is mainly represented by average normative indices. The results of the research suggest that in order to ensure the effectiveness of motivation management one should pay attention to the identified values of motivation, reflecting the high need for employees to structure activities, getting feedback on their performance, reducing the uncertainty of the rules and directives of the job, the need to maintain long-term and stable relationships with colleagues.

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Use of Psychological Examinations of Employees and Job Applicants in Personnel Management

Cited by 4 publications

References 6 publications

A Spherical Fuzzy Framework for Sales Personnel Selection

A Spherical Fuzzy Framework for Sales Personnel Selection

Personality Aspects of the Employee and Their Exploration From the GDPR Perspective

Professional motivation of employees of internal affairs bodies as a factor of personnel potential management in the system of the Ministry of internal affairs of Russia

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