Chapter 7: Conclusion
This study is focused on the
critical evaluation on the role and reliability of personality
questionnaires in conducting various human resource activities including
employee recruitment and appraisal. The research also aimed to identify
the pros and cons of screening applicants through a personality test.
Primary and secondary resources were used in the study. For the primary
data, the researcher opted to conduct a survey using randomly selected HR
personnel as participants. A questionnaire, structured in Likert format,
was used for data gathering. The answers of the respondents were then
processed by computing their corresponding weighted means. The results of
the computation were then used as basis for the data analysis. Secondary
resources derived from various publications including books and journals
were integrated to support the findings.
Based from the
results of the survey, personality questionnaires play an important role
in the recruitment and appraisal of the employees. The respondents agree
that this HR tool is capable of identifying essential personal attributes
of the applicants, which promote effective hiring and promotion. In
addition, personality tests have some other advantages. One of which is
its ability to establish good relations among employees through the
resolution or prevention of workplace conflicts. Personality tests also
support the establishment of culture within the organization, which in
turn helps in enhancing the performance an output level of the company.
The integration of computer technology in administering personality tests
also made this tool a cost-effective means fro recruiting new employees.
The use of personality tests also enables companies to save on valuable
resources as it reduces the rate of employee turnover.
benefits, personality questionnaires also have certain drawbacks. For
instance, the validity and accuracy of the results obtained from these
questionnaires are continuously questioned. Considering that applicants
can easily fake their personality scores, the results would naturally be
affected. Moreover, while this tool is relatively inexpensive, it still
requires highly skilled and trained HR staff to ensure correct analysis
and interpretation results. Literatures however, noted that despite the
training of the personnel, misinterpretation is still very likely; hence,
it is difficult to employ a strategy whose outcome is not guaranteed.
Other critics also pointed out that the use of personality questionnaire
is inappropriate as it exhibits discrimination and violation of ones
personality questionnaire is not a full-proof tool for recruitment,
appraisal and other HR procedures. While there may be flaws, literatures
had noted that the downsides of personality tests can be addressed. For
instance, its relation to legal and discrimination issues can be resolved
by ensuring that the questionnaire has been validated. The company must
also ensure that the questions in the test are all related to what the
company really needs to find out from their applicants. Questions that
infringe a personís privacy or suggest discrimination should not be
included (Frieswick, 2004).
In the article written by
Bates (2002), HR professionals also suggest that companies should not
fully rely on personality tests alone when hiring or appraising employees.
For instance, personality tests should be combined with cognitive test to
assess the intelligence of the applicants. Personality tests should not be
used to substitute tools that measure the individualís knowledge or
capabilities. Hence, it is essential that HR professionals make use of
various relevant predictors to improve hiring and promotion outcomes. In
conclusion, all HR tools have its own pros and cons; HR staff should then
be skilled enough to optimize their benefits and address their flaws.
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