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A Sample Thesis Conclusion




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.  

            Despite these 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 privacy.  

            In general, 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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