Study of effectiveness of the Personal Profile Analysis in candidate selection process in Telecom
Transcript of Study of effectiveness of the Personal Profile Analysis in candidate selection process in Telecom
Study Of Effectiveness Of The Human Behaviour Assessment
Tools In Candidate Selection Process In Telecom Sector In
Mumbai Metropolitan Region
Dissertation submitted to the Padmashree Dr. D. Y. Patil University,
Navi Mumbai
Department of Business Management
In partial fulfillment of the requirements for the award of the degree of
Master of Philosophy (M. Phil), Business Management
Submitted by
Mr. BHUPESH KUMAR RAMASHANKAR SINGH
Enrollment Number: DYP - M. Phil - 106110001
Research Guide
Professor Dr. PRADIP MANJREKAR
Dean
Padmashree Dr. D. Y. Patil University,
Department of Business Management, CBD Belapur, Navi Mumbai, 400 614
January, 2013
Study Of Effectiveness Of The Human Behaviour
Assessment Tools In Candidate Selection Process In
Telecom Sector In Mumbai Metropolitan Region
Declaration
I hereby declare that the dissertation entitled “Study Of Effectiveness Of The
Human Behaviour Assessment Tools In Candidate Selection Process In
Telecom Sector In Mumbai Metropolitan Region” submitted for the Master of
Philosophy degree at Padmashree Dr. D. Y. Patil University, Navi Mumbai,
Department of Business Management is my original work and the dissertation
has not formed the basis for the award of any degree, associateship, fellowship
or any other similar title to the best of my knowledge.
Place: Navi Mumbai
Date:
Signature of the Signature of the Signature of the
Guide Head of the Dept. Student
Certificate
This is to certify that the dissertation entitled “Study Of Effectiveness Of The
Human Behaviour Assessment Tools In Candidate Selection Process In
Telecom Sector In Mumbai Metropolitan Region” is a bona fide research work
carried out by Mr. Bhupesh Kumar Ramashankar Singh, student of M. Phil, at
Padmashree Dr. D. Y. Patil University, Navi Mumbai, Department of Business
Management, in partial fulfillment of the requirements for the award of the degree
of Master of Philosophy in Business Management and that the dissertation has
not formed the basis for the award previously of any degree, diploma,
associateship, fellowship or any other similar title.
Place: Navi Mumbai
Date:
Signature of the Guide: Signature of the Director &
Head of the Department:
Acknowledgments
I am grateful to the Padmashree Dr. D.Y. Patil University, Department of
Business Management, which has accepted me for the M. Phil program and
provided me with an excellent opportunity to carry out this research project. I
would like to express my sincere thanks to my guide Professor Dr. Pradip
Manjrekar, Dean - Department of Business Management, Padmashree Dr. D. Y.
Patil University, who took all the responsibility as a guide to get me this research
topic well understood and develop the background for this study and finally gave
a shape to my research project. I would like to thank the Director & Head of the
Department of Business Management, Professor Dr. R. Gopal, who has been a
perpetual source of information and offered valuable suggestions to improve my
M. Phil. dissertation work. I wish to express my gratitude to various people from
telecom sector for providing me valuable information. I am also thankful to my
well - wishers Ms. Deepa Chatterjee, Dr. Maninder Singh Khalsa, Mr. Shubhendu
Kumar, Mr. Rajesh Vaze, Mrs. Tapasya Lade, Mr. Iqbal Khan, Mr. Ajay Saraf and
Dr. Dhananjay. B. Bagul for their valuable support. Last but not the least, I pay
my deep regards to my entire family and the supreme power, without whom I
would not have been able to complete this research project. Thanks to one and
all…
BHUPESH KUMAR RAMASHANKAR SINGH
TABLE OF CONTENTS
CH.
NO. PARTICULARS
PAGE
NO.
List of Tables
i
Abbreviations
ii
Executive summary
iii
1 Introduction 1
2 Literature Review 32
3 Objectives & Research Methodology 50
4 Data Analysis 62
5 Results and Discussions 79
6 Conclusions 83
7 Recommendations 86
8 Bibliography 91
Annexures 129
i
List of Tables
Sr. No. Title Page No.
1 Distribution of sample gender wise 65
2 Distribution of sample age wise 66
3 Distribution of sample management level wise 67
4
Usage of Human Behaviour Assessment Tools in
candidate selection process 69
5
Usage of Human Behaviour Assessment Tool „A‟ in
candidate selection process 70
6 Summary of Outcomes of Objectives 82
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List of Abbreviations
BASC Behavior Assessment Scale for Children
BC Behavior Complexity
BRP Behavior Rating Profile
CBCL Child Behavior Checklist
CC Cognitive Complexity
CGI Conner‟s Global Index
CRS Conner‟s Rating Scale
DBMS Database Management System
DISC Dominance Influence Steadiness Compliance
HR Human Resource
OPQ The Occupational Personality Questionnaire
OTP Organisation Task Person
PDDBI Pervasive Developmental Disorder Behavior Inventory
PPA Personal Profile Analysis
TCG Taiwan Coast Guard
TNA Training Needs Assessment
WB5P WorkPlace Big Five Profile
NTP National Telecom Policy
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Executive Summary
Industry Snapshot:
Indian Telecom Sector –
“Major sectors of telecommunication industry in India are telephony, internet and
broadcasting. Indian telecom industry underwent a high pace of market
liberalization and growth since 1990s and now has become the world's most
competitive and one of the fastest growing telecom markets. The Industry has
grown over twenty times in just ten years, from under 37 million subscribers in
the year 2001 to over 846 million subscribers in the year 2011. India has
the mobile phone user base with over 929.37 million users as of May 2012. It has
the internet user-base with over 137 million as of June 2012.
The total revenue of the Indian telecom sector grew by 7% to
283,207 crore (US$51.54 billion) for 2010–11 financial year, while revenues
from telecom equipment segment stood at 117,039 crore (US$21.3 billion).
Telecommunication has supported the socioeconomic development of India and
has played a significant role to narrow down the rural-urban digital divide to some
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extent. It also has helped to increase the transparency of governance with the
introduction of e-governance in India.
India is divided into 22 telecom circles: India has the fastest growing telecom
network in the world with its high population and development
potential. Airtel, Idea, Reliance, Tata DoCoMo, BSNL, Aircel, Tata Indicom,
Vodafone, MTNL, and Loop Mobile are amongst the major operators in India.
The Telecom Regulatory Authority of India was established on 20 February 1997
by an act of parliament called „Telecom Regulatory Authority of India Act 1997‟.”
(Source: http://en.wikipedia.org/wiki/Communications_in_India) (Extracted on:
28th December, 2012)
(Source: http://www.wikipedia.org/)
Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
dissertation purpose) was kept as a benchmark to see the number of
organizations in the same industry involved in using the test and if any other test
is in practice. If yes then what is the feasibility of it.
Several Personality / Psychometric Tests are available. For e.g.
Thomas Personal Profile Analysis
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The Winslow Applicant Selection Program
The Occupant Personality Questionnaire
Birkman Method
The Human Synergistics Circumplex
WorkPlace Big Five Profile
DISC Assessment.
Human Behaviour Assessment Tool „A‟ was selected for the study. The Human
Behaviour Assessment Tool „A‟ was used, as it has several advantages which
are beneficial to the organization from business point of view:
It helps the organization in various HR areas like Recruitment, Training and
Development, etc. It takes less time to complete. It provides a personality
assessment report for a person which can be very useful for the organization.
The study specifies the effectiveness of this test in candidate selection process
across all levels of organization. The tests were initiated during an organizational
training program. The results obtained and the personality sketched by the help
of this test really proved to be a boon for the organization.
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Thus the glimpse of the Telecom sector was taken in to consideration to get a fair
idea about the practices followed in the very industry. Also, internet and training
workshops on Human Behaviour Assessment Tool „A‟ (considering a hypothetical
name for dissertation purpose) conducted in a telecom based company have
been very useful sources of knowledge and inspiration for this study /
dissertation.
The objectives of the study are:
To study the effectiveness of Human Behaviour Assessment Tools in
candidate selection process.
To find the most preferred Human Behaviour Assessment Tool in
selection process by HR professionals.
To find the usage of Human Behaviour Assessment Tool „A‟ by the HR
professionals.
To assess the utility of Human Behaviour Assessment Tool „A‟ in various
HR processes across all levels in the organization.
In quantitative research technique, survey method was used as data was
collected through the use of questionnaires, (forced-choice questions). Out of the
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two techniques in survey method, Cross-Sectional Survey was used to gather
information on a population at a single point in time through a questionnaire that
collected data on percentage utility.
Sampling Considerations and Sampling Plan: Sampling unit - Mumbai
Metropolitan Region, Maharashtra, Source list - Telecom companies, Sample
size - 27, Type of Sampling - Stratified Random sampling.
Data Collection Techniques: Primary data – Responses of the HR professionals
of Telecom industry was taken.
Research Instruments used: Questionnaire– Structured, Preparation of the
questionnaire (Closed ended), Administering questionnaire for dedicated HR
personnel, Telecom sector.
Data Analysis - The data has been analyzed by using Microsoft Office tool. The
calculated value has been computed by using the statistical tool package SPSS
(Statistical Package for Social Sciences), version 18. To test the validity of the
sample, t - test is used as the sample size is less than 30, and the variation is
seen in the sample mean to population mean, hence mean of the sample is
calculated. To test the fitness of the sample out of the whole population, the
standard deviation is calculated to see the amount and extension of variance
from the mean sample.
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The conclusions of the study are:
Human Behaviour Assessment Tools are lesser used in the selection
processes by the HR professionals.
Human Behaviour Assessment Tool „A‟ is the unmost preferred tool used
for human behavior assessment by the HR professionals.
Human Behaviour Assessment Tool „A‟ is unused in various HR
processes across all levels in the organization.
While Human Behaviour Assessment Tools are very useful in judging the
behaviour of a candidate or an employee for an organization, there can be some
related limitations when considered on practical aspects which are as follows:
It might be a costly affair to incur cost per candidate or employee for
carrying out the exercise. Mostly in small firms, there might be no
dedicated HR function to highlight the importance of such human
behavioral measurement tools. In medium sized organizations, it might be
difficult for the HR function / Head to convince the management to
approve a budget on the usage of such tools at various stages involved in
the appointment of a candidate or an existing employee in the
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organization. However, if the utility of such tools is projected in an effective
way to the management with examples that how such tools can be useful
right from the entry of an employee to overall development of the
employee in the organization, then the probability of getting an approval
on the budget for the same becomes high.
Human behavioral graph might vary subject to variance in the personal
and professional situation in one‟s life from time to time.
Even if such a tool is used by HR, there might be a risk in the
interpretation or analysis of the results, if an authorized person having
related expertise is not available for guidance.
Sometimes it might so happen that while recruitment for a particular
position there might not be multiple suitable candidates available on whom
the assessments can be applied and accordingly candidate with the most
suitable results are shortlisted / finalized. Some positions might be too
critical to be filled with a top urgency. In such situation, waiting for a
comparative analysis between multiple candidates on the basis of such
tools might prove time consuming which might effect business.
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Sometimes business / teeth functions might not understand the
seriousness of such assessment tools and it can lead to an argument
between Business function and HR function while finalizing a candidate.
It is important that assessees are given proper instructions while
attempting for such tests, otherwise it might lead to improper or invalid
results / outcome.
If Job Analysis is not carried out properly, it might lead to an improper or
inaccurate correlation with the assessment results.
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CHAPTER 1
INTRODUCTION
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CHAPTER 1
INTRODUCTION
Human Behaviour is an interesting topic and Human Behaviour at Workplace is
even more interesting. Human Behaviour Assessment Tools are well known in
analyzing human behaviour of a candidate / employee by the HR professionals of
organizations belonging to any sector.
The basic purpose of these Human Behavior Assessment Tools is to assess the
stability of an individual‟s behavioral performance under various situations. They
are useful to judge the stability or suitability of a person for handling any
responsible or important position in the organization. These psychometric tests
help the organization in the selection of a candidate who will best fit a particular
job profile.
The study on Human Behaviour Assessment Tool „A‟ (considering a hypothetical
name for dissertation purpose) was done in an organizational training program
and the benefits of this test came into picture. Honestly, the assessment results
were found to be appropriate. Hence, it resulted in the “Study Of Effectiveness Of
The Human Behavioural Assessment Tools In Candidate Selection Process In
Telecom Sector In Mumbai Metropolitan Region”.
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On correlating the assessment results obtained after being assessed by Human
Behaviour Assessment Tool „A‟ (considering a hypothetical name for dissertation
purpose) with the actual personality of Mr. „B‟ (considering a hypothetical name
for dissertation purpose), it was found that the following behavioural / personality
factors reported were appropriate which created the curiosity for a further related
study or analysis:
Approach towards problem resolution
Creativity
Decision making ability
Attitude
Result Orientation
As viewed by others
Motivation
Professional / Job Preferences
Performance in stressed / difficult situations
Work Environment Suitability
Managing People / Team
Boss / Reporting Manager Preferences
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Any current behavioural worry factors
Correlation of the sample assessment results obtained after being assessed by
Human Behaviour Assessment Tool „A‟ with the actual personality of Mr. „B‟ is as
given below:
1) Sample Assessment Result - Systematic and Logical
Correlation with the actual personality by Mr. „B‟ –
In my personal as well as professional life, I always try to use a systematic and
logical approach in order to study any problem in my day to day life. I have found
that without being systematic and logical, it is very difficult to find a solution for
any problem.
However, by being systematic and keeping a logical approach, though it might
take some time to reach to the root cause of the problem, it becomes very easy
to understand the cause and depth of the problem and then accordingly by
applying proper logic, an appropriate solution can be worked out in order to
resolve the problem after exploring all the possible avenues for the solution.
5
I do not mind or hesitate in consulting experienced and senior people or my
friends to take their help on any particular issue which I myself find it difficult to
handle or resolve.
This approach has actually helped me in making several important decisions in
my life such as academic specialization decisions and also decisions related to
my professional life.
2) Sample Assessment Result - Different and Creative
Correlation with the actual personality by Mr. „B‟ –
Right from my childhood, I have been creative.
For example, I have created crosswords for many newspapers and also for a
corporate. I have written songs and poetries. I have created newsletter for my
organization. Also, I have prepared Functional Training Module for my company
which was useful in imparting training to the employees playing important
managerial roles. I have prepared various kind of analysis which was helpful to
the Functional Head of the organization in preparing various reports and reaching
to various conclusions.
6
I find real joy and satisfaction in being creative and also it always helps in
enhancing the thought process.
I also enjoy in becoming an audience to the creations of other people which
actually inspires me from within and helps me in leading to my own creations.
I have realized that creation is my passion and gives me immense pleasure, joy
and satisfaction.
3) Sample Assessment Result - Able to resolve problems and make
decisions. Likes to do things quickly.
Correlation with the actual personality by Mr. „B‟ –
Yes, I definitely have the ability to resolve the problems. I agree that sometimes I
face problems in making decisions whether it is related to personal or
professional life. However, whenever I face any problem in making any decision
upfront, then I try my level best to collect all the related facts and information
from various sources.
And, once I am in the possession of all the facts and information, which are
required to form the base for making the decision, I can make a clear decision.
7
Before taking steps or measures for reducing the attrition rate in my business
unit, a detailed study was done on the comments given by the ex – employees in
their exit interviews.
This helped us to understand various reasons like work pressure, health related
reasons, boss related issues, promotion related issues, salary related concerns,
lucrative offers from the competitors, etc. On the basis of such reasons, common
causes were highlighted and worked upon with the support of management.
Thus, by carrying out this base information finding exercise, at least it became
possible to make an attempt to work out some feasible and possible strategies in
order to stop the good performers from leaving the organization and losing them
to our competitors. Also, this activity was done on as soon as possible basis.
4) Sample Assessment Result - Perfectionist, Occasional assistance
required
Correlation with the actual personality by Mr. „B‟ -
I like to do things with perfection without which I don‟t get satisfaction of the work
done. So, perfection is actually a habit. Hence, at times I have to take assistance
from other concerned people or superiors in bringing a task or project to the
stage of completion.
8
Finalizing the Manpower Dimensioning of the business unit was not so easy.
There were a lot of factors which needed to be taken into consideration while
finalizing the figures for the Manpower Dimension. On some points, there was
confusion due to different view points of the matrix and direct bosses.
At that time, keeping in mind the guidelines given by the function, I had a joint
meeting with both the bosses and then accordingly, we reached to a conclusion
on the basis of which the figures for the Manpower Dimension were freezed.
So, instead of making a decision based on incomplete or little knowledge, I prefer
to be double sure before I go ahead and make a decision because the results will
be based on the decision I make.
5) Sample Assessment Result - Restless to achieve results, Hard
worker
Correlation with the actual personality by Mr. „B‟ –
I am a very ambitious person and try to make my things right. Basically, I am
very restless when it comes to achieving results.
While handling a HR Generalist profile, I was responsible for all the areas
included in the HR function for the set of employees assigned; like Training and
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Development, Employee Engagement, Employee Relations, Performance
Management System, Talent Acquisition, Administration, and other related
activities. It was actually a very challenging job.
I am basically a very hard working person. In order to deliver an excellent
performance and to achieve desired results, I end up working for extended hours.
While leaving from office, I should have a feeling or a sense of satisfaction that I
have given my best for the day and should feel prepared to come the next day to
the office.
There were various kind of urgent analysis work to be done and given to my boss
the very next day. In order to complete that assignment, I had to work for
extended hours. But I have seen that working hard proved to be fruitful. The hard
work was recognized by the organization and it resulted in various rewards.
6) Sample Assessment Result – Self-Starter, Direct and Demanding
Correlation with the actual personality by Mr. „B‟ –
I don‟t like talking indirectly. I am a very straight forward person. Hence people
normally find me blunt and direct.
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As, I would like to prefer perfection in a job, it requires lot of information and
details to have a strong base so that a perfect analysis or a job can be done. In
order to find details, first, I try my level best on my own.
Also, there was an Admin person reporting to me from whom I used to take help
in getting any detailed information related to his work area.
Sometimes, he got frustrated because of the detail finding exercise, but later on
he used to realize that it actually helped us in achieving our desired results and
made our work easier.
I always maintain the records and keep on updating them as soon as there are
any changes in the same. By doing this, I have found that whenever, I require to
access those records, they are already updated and again and again it is not
required to go back and search for the past details.
Thus, as far as detailed information or records are concerned, I like to be
proactive and keep myself updated so that whenever they are required, I can get
them easily.
7) Sample Assessment Result - Individualist, operating in a
specialized area. Motivation from freedom to explore and authority
to make decisions.
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Correlation with the actual personality by Mr. „B‟ –
I pursue thoughts or actions independently. I usually like to work in a specialized
area or field which requires the expertise of a specialist. I preferred working in the
specialized function of HR.
I would like to be self motivated and that would come if I am given the freedom to
explore things and to re – verity the information. I was self – motivated when I
was involved in various work related to maintenance of important MIS, various
other budget and audit related assignments.
I would be more excited and motivated if I am given the power and authority to
make decisions. Based on my performance, I was given the power to make
budgets and design strategies subject to the approval of the higher ups.
(Source of sample assessment results: Training workshop on Human Behaviour
Assessment Tool „A‟ conducted in a telecom based company, Mumbai, Year
2012)
Thus, the above correlation of the sample assessment results with the actual
personality of Mr. „B‟ shows that the results were appropriate.
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Some Personality / Psychometric Testing Tools:
The Winslow Applicant Selection Program
“The Winslow Research Institute‟s unique Winslow Applicant Selection Program,
is an Internet-based system to measure the personality, behavior and attitudes of
applicants for positions.”
(Source: http://www.google.co.in/) (Extracted on 27th December, 2012)
The Occupational Personality Questionnaire (OPQ)
“The OPQ (Occupational Personality Questionnaire) was launched by, Saville
and Holdsworth Ltd. (SHL) in 1984.”
(Source: http://en.wikipedia.org/wiki/OPQ) (Extracted on 9th December, 2012)
(Source: http://www.wikipedia.org/)
Birkman Method:
“Roger Birkman, an American psychologist is the creator of The Birkman Method,
a workplace psychological assessment.
13
The Birkman Method attempts to analyze and describe individual needs that
drive and motivate workplace behaviour.”
(Source: http://en.wikipedia.org/wiki/Roger_Birkman) (Extracted on 27th
December, 2012)
(Source: http://www.wikipedia.org/)
The Human Synergistics Circumplex
“Research and development by Robert A. Cooke, Ph.D. & J. Clayton Lafferty,
Ph.D. It brings together twelve styles of thinking.”
(Source: http://www.google.co.in/) (Extracted on 27th December, 2012)
WorkPlace Big Five Profile
“WorkPlace Big Five Profile has been developed by Dr. Pierce Howard and Jane
Howard.
The WorkPlace Big Five Profile 4.0 is a personality assessment based on
the Five-Factor Model of Personality.”
(Source: http://www.google.co.in/) (Extracted on 27th December, 2012)
DISC Assessment
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“DISC assessment is based on the DISC personality theory of
psychologist William Marston. Marston's theory centers around four different
personality traits: Dominance, Inducement, Submission, and Compliance.
This theory was then developed into a personality assessment tool by industrial
psychologist Walter Vernon Clarke (July 26, 1905 - Jan. 1, 1978).
The version used today was developed from the original assessment by John
Geier , who simplified the test for better, more concise results.”
(Source: http://en.wikipedia.org/wiki/DISC_assessment) (Extracted on 8th
December, 2012)
(Source: http://www.wikipedia.org/)
Thomas Personal Profile Analysis:
“In the late 1950s and early 1960s, Dr. Thomas Hendrickson of TM Hendrickson
and Associates, developed Marston‟s insights further to produce the Thomas
Personal Profile Analysis for the work place.”
(Source:
http://en.wikipedia.org/wiki/Thomas_Personal_Profile_Analysis_(PPA)#The_The
ory_behind_Thomas_PPA) (Extracted on 8th December, 2012)
(Source: http://www.wikipedia.org/)
15
Human Resource Management studies are very interesting and the field is a
career of choice for many aspirants. It covers many subjects / topics related to
Training and Development, Compensation and Benefits, Labour Laws,
Performance Management System, etc. Some of the latest organizational HR
areas include Change Management, Employee Engagement, Employee
Retention, etc.
There are rewarding, challenging and responsible top positions like Chief People
Officer in organizations. There is a lot of scope in the HR field. Organizations
want to retain their good performers.
Human Behaviour Assessments can prove to be very useful to the organizations
in various areas such as Talent Acquisition, Learning and Development,
Performance Management System, etc.
Some of the famous institutes conducting courses on Human Resource
Management are:
TISS (Tata Institute of Social Sciences), Mumbai
XLRI (Xavier Labour Relations Institute), Jamshedpur
SCMHRD (Symbiosis Centre for Management and Human Resource
Development), Pune
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For example, an organization wanting to hire a sales person, would like to look
for a person having some of the following characteristics / qualities:
Like to interact with people
Strive hard to sell the product
Able to convince others
Should not fear rejections
Self – Confident
Self – Starter
Customer oriented approach
Focus on product knowledge
Should like to travel
Should be a good planner
Should not be afraid of targets
Good communication skills
Good in follow ups
Good at maintaining customer relationships
Thus, before hiring the sales person, if the organization gets a personality /
psychometric / behavioural assessment done with the help of a good tool, then
the assessment results might help the organization in judging the behavioural
characteristics of the candidates or applicants. Then, accordingly, the
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organization can take the decision as to which candidate best fits the projected
sales role provided the candidate meets all other selection criteria.
When I remember an engineer becoming the Chief People Officer of an
organization, I remember some of the characteristics / qualities as mentioned
below:
Intellectual
Hard Worker
Analytical
Transparent
Positive and Learning Attitude
Strategic
Result Oriented
Inspiring Personality
Effective Communicator
Perfectionist
Friendly
Career Oriented
Leader
Polite and Soft - Spoken
Detail Oriented
Self – Starter
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Visionary
Team Oriented and Talent Identifier
Caring
When I remember an engineer not taking up a job and trying to set up his
own Petrochemical company, I remember some of the characteristics /
qualities as mentioned below:
Dynamic and Ambitious
Alert
Prompt
Active
Passionate
Disciplined
Proactive
Opportunistic
Try and try till you succeed
Risk Taker
Thinking Big
High level of patience
Dedication
Devotion
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Good at numbers and Sharp Minded
Good at making and keeping friendships
Presentable and Helpful
When I remember an engineer becoming a Writer, I remember some of
the characteristics / qualities as mentioned below:
Creative
Thoughtful
Artistic
Imaginative
Passionate
High Level of Patience
Quality Oriented
Audience Oriented
Good Reader
Expressive
Simplicity
It was very interesting discussing this topic of Human Behaviour Assessments
with some professionals. I am thankful to all of them for sharing there valuable
thoughts and views which are given in the following pages…
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“If Human Behavioural tests are attempted genuinely and
honestly, then the outcome will be good. Organizations
should not conduct these tests just for formality. They should
try to utilize the human behavioural assessment results in an
effective way. In a job interview, when I was asked to rate
myself on a scale of 1 to 10 for the already explained job, I
rated myself as 7. When the interviewers asked me the
reason for not rating myself more than 7, I replied saying that
the remaining points I have kept for my learning and
development purpose. I got the job offer from that
organization.”
- K. Kshatriya, Logistics Professional
Contd…
21
“Psychometric / Human Behaviour tests can be useful to the
organizations. The Management can come to know about
the behaviour of a candidate or an employee so that it can
manage different people in different ways. Such tests should
be made a part of the employee Counseling process so that
a better and effective counseling can be done. Betterment
areas can be identified and Behavioural Trainings can be
imparted on the basis of such tests. They should be
preferably made a part of the Selection process considering
the time factor which will help the organization in judging a
person. If an unsuitable person comes in a particular role,
then it might be a loss for the company.”
- R. Datta, HR Professional
Contd…
22
“Psychometric / Human Behaviour / Personality tests offers
an excellent mechanism to understand people and their
personality traits like Leadership Style, People Management,
Interpersonal Skills, Personal Qualities, etc. However, one
must not rely entirely on the results or the reports of such
tests. One should clearly use Behavioural Event interviews
along with the test reports to arrive at any decision or
judgment about a person. These tests can be useful in
various processes like Recruitment, Performance
Appraisals, Restructuring, etc. They can help in the fitment
of an individual in a particular role”
- S. Bharne, HR Professional
Contd…
23
“Psychometric tests should be conducted by the
organizations. It is important for the organization to know the
behaviour of a person. There should be reviews based on
them. Accordingly, trainings can be provided. Such tests
help in knowing whether a person is suitable for a particular
role. They can help in many ways. They can be useful for
Job Rotations. They can help in knowing whether a
particular person is adaptable.”
- A. Thakur, Marketing Professional
Contd…
24
“It is difficult to predict the human behaviour / human
psychology. It is difficult to predict the reaction of people in
various situations. Psychometric tests can be of good use if
they can be used to check the managerial skills and team
orientation of people. It would be interesting to get into the
greater details of such tests.”
- I. Damad, HR Professional
Contd…
25
“There is a need for the use of the Psychometric tests by the
organizations. They can be used to check the behavioural
qualities of a candidate. They can be used to check the
attitude of a candidate. They can be very helpful for the
Recruitment process of an organization.”
- T. Banerjee, HR Professional
Contd…
26
“Human Behaviour tests are really good and helpful. They
should be used by the organizations. They help us in judging
ourselves as an individual. They help in the Personality
Development. They can help us in identifying our weak
behavioural areas and thus improving upon them. They
should be used by us for our personality improvement which
can thus help us in our career and profession.”
- T. Lade, HR Professional
Contd…
27
“Personality / Psychometric tests should be affordable.
Organizations should not only conduct such tests, but also
carry out the proper related analysis. They can help us in
knowing about people and their mindset. By conducting such
tests, we can know whether a person is suitable for the job
and also know about the person’s temperament.”
- H. S. Sandhu, HR Professional
Contd…
28
“Behavioural tests should be done. Organization can come
to know about a person’s behaviour. Organization can come
to know about a person’s attitude. Fitness of a particular
candidate can be checked for a particular department and
role. For example, in Sales function, aggressive people
might be preferred whereas for a co-ordination job, the
person need not be that aggressive. They can help in
judging the person’s relations with the superiors and peers.
They can help in judging the nature of a person. However,
there should be an evaluator who can evaluate the
assessments / results. It is important that people should
attempt for such tests sincerely so that the accurate results
are obtained.”
- S. Walse, HR Professional
Contd…
29
“Psychometric tests are useful in knowing the personal
behaviour. Knowing behavioural attitude is important.
Working in team is important. People may behave differently
in different conditions. Behaviour tests should be mandatory.
People can easily make decisions in normal situations.
However, it is important to know the decision making skills of
a person in difficult situations. They can benefit the
company.”
- S. Sunny, Technology Professional
Contd…
30
“Human Behavioural Assessments are very useful.
Organizations should use them to evaluate a person’s
behaviour, leadership qualities and behaviour under stress.
Many other behavioural factors can be judged using these
tests. They can be helpful in making hiring decisions
especially for mid level and senior level positions. They can
be useful while promoting people to higher positions to
handle higher responsibilities. There are effective tools
available which functions online and are validated. Reports
are also generated online. Errors are avoided. There are
testing tools whose accuracy level goes beyond 90%.”
- H. Sharma, HR Professional
Contd…
31
“Psychometric tests should be done in order to know about a
person. Role should be considered before conducting such
tests. Tests should be role based. If a candidate is coming
as a team member, then these tests will be helpful in
knowing how good the candidate will fit in the team. If a
candidate is coming in a leadership role, then accordingly a
suitable test should be allotted. Organization should apply
mind on the report or result generated and accordingly the
role should be assigned to the candidate. In interview, it
might be difficult to judge the behaviour of a candidate.
These tests can be more cost effective if multiple accounts
are taken. They are useful for processes like Recruitment,
Promotion, Succession Planning, Job Rotation, etc.”
- P. Goel, HR Professional
32
Chapter 2
Literature Review
33
Chapter 2
Literature Review
The chronological catalogue of all the available resources for the topic Human
Behaviour Assessment Tools and its related and sub topics found around 129
related articles, working and research papers, white papers, write ups and 7
reports. Integrating all the previous research together, it can be inferred that,
mostly the work done so far is related to the generation of idea for need of such a
test, essentially not Human Behaviour Assessment Tool „A‟ (considering a
hypothetical name for dissertation purpose) which can bring accountability and
objectivity to the human behavior analysis during the candidate selection process
across various levels in the organization.
Most of the papers talked about the various psychological and psychometric tests
in practice. Tracing the history, when did it start? How many such similar tests
are available? All such questions were compiled and the answers were found.
The few selected and mentioned articles and studies have made a direct
influence on the study and provided with a conceptual frame work of the present
situation in the Telecom industry.
34
But specifically usage of Human Behaviour Assessment Tools for selection
processes in the telecom industry was not found, and hence became the major
reason of getting the gap in the existing literature.
The research material available either talked of the psychometric tests used for
various HR processes in the organization or various aspects of telecom industry
and HR processes in the organization was studied separately.
Thus the following drafts helped to prepare a conceptual frame work for the study
by matching up the literature gaps:
1. Mello. Jeffrey A, (1996), in the article “Personality tests and Privacy
rights”, drafted for HR Focus significantly stated about the privacy
policies and issues related to personality tests or personality profile tests.
Various cases discussed in this article are related to the privacy infiltration
issues faced by the employees.
The article also takes in to consideration the awards announced by the
state and federal constitution in such cases. It also advocates the law
related to privacy rights of the employees while undergoing any such
personality / profile tests and advances the opinion that there should be
limitations on the information applicants must provide to the employers.
35
2. P. Carlson and F. Makedon, (1996), in the paper “How to Measure the
Behavioral and Cognitive Complexity of Learning Processes in Man-
Machine Systems by Educational Multimedia and Hypermedia”
revealed the connection between measurable variables of human
behavior. Hence, a framework was developed to conceptualize the
measure of behavior complexity in the system complexities. A learning
experiment was carried out to investigate the development of mental
structures. Six subjects were carefully instructed to operate a commercial
database management system (DBMS).
The long-term knowledge about general DBMS - and computer
experience was measured with a questionnaire at the beginning of the
investigation. At the beginning of each of the three individual sessions, the
short-term knowledge about the task and the tool was measured with a
short questionnaire. The Cognitive Complexity (CC) can be derived from
the empirically gained Behavior Complexity (BC).
3. Robin Drummond McClure, (2010), in the dissertation “Developing
core job competencies for payment services roles and associating
them with personality traits using the WorkPlace Big Five Profile”
investigated the tasks and job competencies new staff member training
should focus on to ensure efficiency and proficiency in front- and back-end
operations in Payment Services roles; identify the job competencies that
36
managers and staff members perceive as necessary to perform required
tasks associated with those operational areas; and, determine the traits
most strongly associated with the identified job competencies based on
personality research using the WorkPlace Big Five Profile.
When considering the importance of individual and organizational
congruence, awareness of the expected job competencies can influence
attitude, expectations, and organizational acceptance. Identifying success-
related attitudes and realistic job expectations can enhance new staff
members‟ success and longevity with the organization.
Although the traits appear to match the personalities of the staff members
working in Payment Services, there were no significant correlational
findings regarding the relationship among the Big Five personality traits
and the job competencies derived.
4. Russell Ken and Carter Philip, (2001), included in the book
“Psychometric Testing, 1000 ways to assess your personality.
Creativity, Intelligence and Lateral thinking”, 1000 ways and types of
psychometric tests to analyze human behavior; personality, intelligence
and critical thinking at work place. The psychological testing exists in the
industry since past 30 years, the beginning of 20th century majorly used
for reducing high cost and making wise investments. It is an instrument
37
devised to produce a quantitative assessment of some psychological
attributes; personality, thoughts, aptitude and intelligence.
These tests also help us in assessing the consistency in behavior of any
person during the professional work. Thus the extent of excitement across
various levels of work pressure helps to know the suitability of any
candidate for a specific position.
The book compiles a number of analytical tests which gives a clear
impression to analyze an individual‟s analytical and logical intuitiveness.
5. Hai-Ming Chen and Shu-Tzu Hung, (2012), wrote the paper “The
Utility of O-T-P Model in Taiwan Coast Guard” on identifying the
application of Training Needs Analysis (TNA) to examine public services in
Taiwan. After years of ad hoc training decisions, the TCG attempted to
adopt a more systematic approach to TNA, the Organization-Task-Person
(O-T-P) model and TCG service personnel were surveyed regarding their
perceived training needs required to achieve the following four dimensions
of major organizational core competencies: frequency, importance,
familiarity and urgency. Analysis results revealed highly significant
differences in training needs between military and police in the TCG.
38
The methodology adopted by TCG for TNA has proven effective. Further,
the four indicators applied in this revealed an interesting paradigm which
may encourage the use of similar approaches in other organizations.
6. Kaplan. M. Robert and Saccuzzo. P. Dennis, (2002) in the report
“Psychological Testing: Principles, Applications and Issues” covered
the psychological testing ideas from the most basic to the most complex
ones. It answers all set of questions including how‟s and why‟s for
applying any psychological test in the industry.
The diverse use of test and resulting data and the issues regarding
psychological testing are discussed in this issue. The usage is seen from
World War I, where the concept initiated.
It gives a detailed idea on various principles used in psychological tests in
the industry and the utility of the same.
7. Paul Patrick Gordon Bateson, (2004) stated in the book “Measuring
Behaviour: An Introductory Guide” that the study of behavior is relevant
but intellectually challenging. The book is very helpful to study the
systematic measurements of behavior in contrast with the job pressures.
Measuring behavior is a skill but one which cannot be mastered over
night, the book provided basic knowledge in a succinct and easily
39
understood form, enabling the beginner to start measuring behavior
accurately and reliably.
The method of direct observation was used primarily in the book, which
may not be applicable to advanced academic research.
8. Texas Statewide Leadership for Autism Training Report, (2009),
“Emotional and Behavioral Assessment” assessed that behavioral and
emotional problems are important for developing successful interventions.
Conducting behavioral assessments is one of the most common ways to
measure problem areas for children. Assessment tools, including rating
scales and checklists, measuring behavioral and emotional aspects
should be fully understood by users or interpreters as part of the
evaluation procedure.
Even though various standardized assessments can provide useful
information, the following steps should also be undertaken to identify the
child‟s challenges and to understand the child‟s need:
Review the child‟s records and other related information
Interview various people, including parents and teachers
40
Systematically observe the child across settings
Professionals and others who contribute information about the child, such
as parents or teachers, must have a mutually agreed-upon understanding
of the behaviors or related characteristics that they are rating.
The following tools are commonly used as behavioral / emotional
assessments:
Behavior assessment system for children-second edition (BASC-2)
Behavior rating profile-second edition (BRP-2)
Child behavior checklist (CBCL)
Conners‟ rating scales-revised (CRS-R)
Pervasive developmental disorder behavior inventory (PDDBI)
9. Rust John, (2007), stated in the report “Testing And Assessing
Employees” (Personnel Today, ABI/INFORM Complete pg. 24, May
22, 2007) that Psychometric tests are used in all aspects of HR work,
although they are not a magic bullet. They are part of menu of information
41
sources, such as, Structured Interviews, CVs, Supervisor Ratings and
Appraisal Results which are combined in a right way.
They provide insights into how people work. They can improve the
accuracy of processes that predict a person‟s present and future behavior,
success in a job or knack of learning. These are scientific in nature and a
systematic approach to understand and predict the near future of teams
and groups around.
Recruiting wrong person or selecting wrong person for a responsible job
can cause havoc to a company and hence they may also be equivalent to
heavy losses to the company, thus using a good assessment to analyze
personal behavior enables the companies to ensure profitable business
and long term growth.
RESEARCH GAPS
1. This study gave the base for understanding the issues mainly responsible
for the organizations not to opt for psychometric tests or human behavior
test analysis. Still the specific data regarding the utility in telecom sector
cannot be traced by the article and hence paved a gap to go for the study
of utility of psychometric test in candidate selection in telecom sector.
42
The study also helped in framing the theory of the study as the types of
tests and category of psychometric tests to be applied in the various
candidate selection processes was well elaborated. The recommendations
and precautions mentioned in the study helped to frame the objectives
and limitations of the study which came in to force while researching for
applicability of such tests in telecom sector.
2. The main results are:
(1) the time structure and BC measure different aspects of the learning
process;
(2) the time structure is–overall–positively correlated with BC and
negatively correlated with CC; and
(3) as well the long-term- as the short term knowledge has an increasing
predictive power with the time structure, but not with BC and CC. Hence
the variability in studying the human behavior was assessed.
3. This research has benefited the study by incorporating the values and
beliefs of all trait types in the decision making process and helping staff
members work more effectively together and are more productive. An
43
increased understanding and acceptance of personality characteristics
unique to individual team members was gauged through the study.
Thus the applicability of psychological tests for various candidates‟
personalities and behavior assessments was well connected. The
application of such available sources in telecom sector was the area to be
studied further in connection to this report.
4. Though the book talks of psychometric test in abundance, still no trace of
specific study in Telecom sector or the type of tests used to assess human
behavior was presented in general. The book took into consideration the
general aspects of any psychometric test used in personality assessment
but does not give any clear impression of these tests in HR perspective or
processes.
But the book took into consideration various specialized psychometric
tests used in the telecom industry, though none of them precisely for
candidate selection process but definitely it gave a fair idea and flair of the
HR practices in the telecom industry.
Thus a combination of both the gaps gave a bridge to pave the path of the
study and take through the topic and find the applicability of psychometric
44
tests in selection processes in telecom sector in Mumbai Metropolitan
Region.
5. The aims of this study were the following:
(1) obtain empirical data for the TNA process in a single, specific
government organization;
(2) compare training needs between military and maritime police in TCG;
(3) provide managerial advice for TCG in applying the study results;
(4) demonstrate how the findings of this study can be applied to similar
jobs in other organizations, thus the study established the relation
between empirical study and method of investigating the objectives behind
training needs analysis, a pure HR process. Since nothing as of using any
psychometric test was incorporated, neither the Telecom industry was
given any emphasis, the study was elaborated by researching for usage of
psychometric test analysis; Human Behaviour Assessment Tool „A‟ for
various HR processes in the organization.
45
6. The telecom sector was not detailed in the book, it contained the general
aspects and principles used in the psychological testing in human
behavior in certain conditions and when fall under various circumstances.
The book introduced various statistical analytical tools to measure the
stability of a person‟s character. It also took in to consideration the various
issues that come in to play while going through any such test.
The matter gave a considerable ground for getting into the practical and
tests applied for measuring human behavior.
7. The book basically is a guide to the beginners and not applicable to the
complex systems of appraisal and human behavior analysis in big set up,
like in telecom industry.
Thus the book was very helpful in setting the basic theory and concept of
measuring human behavior in a more objective manner.
But the basic theories and underlying ideas are helpful for academic
research but for higher positions and complex systems, the test has to
have specialized variables and not a generic content.
46
Thus the gap between the generic to specific made to get through the
study of looking at the effectiveness of such systems in selection process.
8. The study helped in devising many ways to resolve the misconceptions
and myth on using psychological tests on any human being.
A Myth: Behavioral and Emotional assessments are not necessary if a
child has already been diagnosed as having autism. Reality: No one set of
interventions works for all behavioral and emotional problems.
Therefore, identifying specific problems in each area in which individuals
with autism might have difficulties is essential to provide appropriate
support. In addition, subscales of various assessments are often useful to
screen for autism when the comprehensive tools are not available.
Different people might have different perspectives on the same person
with AU. However, that does not mean the information is invalid. It is likely
that the individual with AU responds differently in various settings because
of the level of structure, variety of activities, and supports available.
Therefore, strategies to address behavioral and emotional problems must
match individual needs in specific settings with specific activities was
justified.
47
9. Professionally as a part of organization, selecting and opting for
psychometric test analysis increases the probability of selecting the right
candidate and hence making justifiable decisions for a particular post and
designation to responsibilities.
Developing existing employees is a less expensive and risk taking job
than selecting any one from outside, hence it is a preferred way of
assessing the strengths and weaknesses of the fit as well as individual
employees.
Where interpersonal issues are key to underperformance, test results
provide a platform for discussion and further improvement in the ongoing
tricky personnel processes, thus the issues of to test or not to test are
covered and better tests for various levels of HR processes could be
defined became the objective of the study.
The chronological catalogue of all the available resources for the topic and its
related sub topics found around related articles, working and research papers,
white papers, write ups and reports, integrating all the previous research
together, it can be inferred that, mostly the work done so far is related to the
generation of idea for need of such research gaps.
48
The study includes impressions and data from various sources and
interpretations of various papers altogether from all possible areas covering the
telecom sector in Mumbai Metropolitan Region about the status of inception and
acceptance of the Human Behaviour Assessment Tools for candidate selection;
especially Human Behaviour Assessment Tool „A‟ (considering a hypothetical
name for dissertation purpose).
Thus the scanning of literature available has given a wider scope to talk about
the following perspectives:
Mostly the available literature talks of the psychometric tests in use in
general.
The psychometric tests in practice are mostly to check the aptitude of the
candidates to be incepted at the initial level.
No sufficient information was found for telecom sector and practices in the
industry.
There is a scope for a more exposure of the Human Behaviour
Assessment Tools in the Indian scenario.
49
There is a scope for providing a more detailed option related to Human
Behaviour Assessment Tools for gauging human behavior in the work
place.
The utility of these tests / assessments across various levels of
organization was also not seen.
50
Chapter 3
Objectives & Research Methodology
51
Chapter 3
Objectives & Research Methodology
Objectives:
Based on the gaps as found during the course of the research, various sub
statements were framed as problem statements which resulted in framing the
objectives of the study:
To study the effectiveness of Human Behaviour Assessment Tools in
candidate selection process.
To find the most preferred Human Behaviour Assessment Tool in
selection process by HR professionals.
To find the usage of Human Behaviour Assessment Tool „A‟ (considering
a hypothetical name for dissertation purpose) by the HR professionals.
To assess the utility of Human Behaviour Assessment Tool „A‟
(considering a hypothetical name for dissertation purpose) in various HR
processes across all levels in the organization.
Based on the above, the following hypotheses are formulated:
52
Hypothesis 1:
H01: Human Behaviour Assessment Tools are not lesser used in the selection
processes by the HR professionals.
H11: Human Behaviour Assessment Tools are lesser used in the selection
processes by the HR professionals.
Hypothesis 2:
H02: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
dissertation purpose) is not the unmost preferred tool by the HR professionals.
H12: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
dissertation purpose) is the unmost preferred tool by the HR professionals.
Hypothesis 3:
H03: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
dissertation purpose) is not unused in various HR processes across all levels in
the organization.
53
H13: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
dissertation purpose) is unused in various HR processes across all levels in the
organization.
Research Methodology:
After the identification of gaps and finalization of research objectives, a
questionnaire was prepared and a pilot study was conducted and HR
professionals from few companies from telecom industry were interviewed to get
an initial opinion as to what factors to be taken into consideration for conducting
the study.
Later the information garnered from the pilot scale study and the findings from
the literature review were used to prepare a final questionnaire to be used for the
purpose of the research study.
The companies covered were vendors, service providers to infrastructure support
providing companies for Telecom industry, thus giving an overall perspective of
utility of conducting such human behavior analysis tests in the respective
industry.
54
Since the target audience catered to only HR professionals of Telecom industry,
the sample size was less and statistically the percentage of utility of Human
Behavioural Assessment Tools for candidate selection process was analysed.
A detailed format of the work been taken in to action has been shown below:
Steps followed in the Research:
Selection, Analysis and Statement of the Research Problem
- Problem Identification
- Prioritizing Problems
- Analysis
- Justification
Literature Review
- Survey of Literature
- Survey of other available information
Formulation of Research Objectives
55
- General Objectives
- Specific Objectives
Research Methodology
- Variables
- Types of study
- Data Collection Techniques
- Questionnaire
- Sampling
- Plan for Data Collection
- Plan for Data Processing
- Plan for Data Analysis
Work Plan
- Resource Planning
- Work Flow
- Scheduling
56
Plan for Project Administration and Utilization of Results
- Administration
- Monitoring
- Identification of Potential Users
Dissertation Summary
- Conclusions
- Contribution to Policy
- Contribution to Practice
- Recommendations / Scope for future research
Type of Research:
Quantitative Research: The percentage utility of Human Behaviour Assessment
Tools was to be gauged; hence quantitative technique to find the percentage was
used.
Survey method: In quantitative research technique, survey method was used as
data was collected through the use of questionnaires, (forced-choice questions).
57
Out of the two techniques in survey method, Cross-Sectional Survey was used to
gather information on a population at a single point in time through a
questionnaire that collected data on percentage utility.
SAMPLING CONSIDERATIONS AND SAMPLING PLAN:
Sampling unit: Mumbai Metropolitan Region, Maharashtra
Source list: Telecom companies
Sample size: 27
Type of Sampling: Stratified Random sampling
Data Collection Techniques:
Type of data used:
Primary data - Responses of the HR professionals of Telecom industry was
taken.
Research Instruments used: Questionnaire – Structured
58
Preparation of the questionnaire (Closed ended)
Administering questionnaire for dedicated HR personnel, Telecom sector
Data Analysis:
The data has been analyzed by using Microsoft Office tool.
The calculated value has been computed by using the statistical tool package
SPSS (Statistical Package for Social Sciences), version 18.
To test the validity of the sample, t - test is used as the sample size is less than
30, and the variation is seen in the sample mean to population mean, hence
mean of the sample is calculated.
To test the fitness of the sample out of the whole population, the standard
deviation is calculated to see the amount and extension of variance from the
mean sample.
Conclusions:
1) With proper workings, projections, learnings, if Human Behavior Assessment
Tools are used by organizations, it will definitely add a special value to the HR
59
function, candidates / employees being assessed and the overall success of the
entire organization.
2) Human Behavior Assessment Tool „A‟ is very advisable to assess the stability
of any person as an employee for a certain position and at certain stress levels.
3) It is very advisable for positions or employees who are very critical to the
business and the company‟s overall success.
4) Especially, in telecom industry, latest focus is to use environmental friendly
technology which will support the green concept and will thus help the society.
Therefore, various technology dynamics are involved. Hence, organizations need
to continuously identify learning needs for their employees. Such tools can also
be of help in the training and development need identification.
Limitations:
While Human Behavior Assessment Tools are very useful in judging the behavior
of a candidate or an employee for an organization, there can be some related
limitations when considered on practical aspects which are as follows:
It might be a costly affair to incur cost per candidate or employee for
carrying out the exercise. Mostly in small firms, there might be no
60
dedicated HR function to highlight the importance of such human
behavioral measurement tools. In medium sized organizations, it might be
difficult for the HR function / Head to convince the management to
approve a budget on the usage of such tools at various stages involved in
the appointment of a candidate or an existing employee in the
organization. However, if the utility of such tools is projected in an effective
way to the management with examples that how such tools can be useful
right from the entry of an employee to overall development of the
employee in the organization, then the probability of getting an approval
on the budget for the same becomes high.
Human behavioral graph might vary subject to variance in the personal
and professional situation in one‟s life from time to time.
Even if such a tool is used by HR, there might be a risk in the
interpretation or analysis of the results, if an authorized person having
related expertise is not available for guidance.
Sometimes it might so happen that while recruitment for a particular
position there might not be multiple suitable candidates available on whom
the assessments can be applied and accordingly candidate with the most
suitable results are shortlisted / finalized. Some positions might be too
critical to be filled with a top urgency. In such situation, waiting for a
61
comparative analysis between multiple candidates on the basis of such
tools might prove time consuming which might effect business.
Sometimes business / teeth functions might not understand the
seriousness of such assessment tools and it can lead to an argument
between Business function and HR function while finalizing a candidate.
It is important that assessees are given proper instructions while
attempting for such tests, otherwise it might lead to improper or invalid
results / outcome.
If Job Analysis is not carried out properly, it might lead to an improper or
inaccurate correlation with the assessment results.
62
Chapter 4
Data Analysis
63
Chapter 4
Data Analysis
In quantitative research technique, survey method was used as data was
collected through the use of questionnaires, (forced-choice questions).
Out of the two techniques in survey method, Cross-Sectional Survey was used to
gather information on a population at a single point in time through a
questionnaire that collected data on percentage utility.
The Sampling considerations and sampling plan:
Sampling unit: Mumbai Metropolitan Region, Maharashtra
Source list: Telecom companies
Sample size: 27
Type of Sampling: Stratified Random sampling
Data Collection Techniques:
Type of data used:
64
Primary data - Responses of the HR professionals of Telecom industry was
taken.
Research Instruments used: Questionnaire – Structured
Preparation of the questionnaire (Closed ended)
Administering questionnaire for dedicated HR personnel, Telecom sector
The data has been analyzed by using Microsoft Office tool.
The calculated value has been computed by using the statistical tool package
SPSS (Statistical Package for Social Sciences), version 18.
To test the validity of the sample, t - test is used as the sample size is less than
30, and the variation is seen in the sample mean to population mean, hence
mean of the sample is calculated.
To test the fitness of the sample out of the whole population, the standard
deviation is calculated to see the amount and extension of variance from the
mean sample.
65
Table 1: Distribution of sample gender wise
Contd…
GENDER
DISTRIBUTION (IN
NUMBER) PERCENTAGE
MALE 10 37 %
FEMALE 17 63 %
TOTAL 27 100 %
66
The distribution of data specifies that out of the total respondents 37% were male
and 63% were female.
Thus the percentage analysis gets to know the fact that females prefer HR field
more than male, taken in the Telecom sector.
It may also be assessed that the women employees were more cooperative
towards giving responses as received from the HR Professionals.
Table 2: Distribution of sample age wise
Contd…
AGE IN YEARS
(RANGE)
DISTRIBUTION (IN
NUMBER) PERCENTAGE
UP TO 30 19 70 %
31-45 8 30 %
46-60 0 0 %
TOTAL 27 100 %
67
The young respondents up to 30 years of age were more cooperative in giving
responses as we see 70 % of the responses were received from this age group.
Only 30 % of the respondents of 31-45 years age group gave feedback.
And the age group of 46-60 did not give any response for the same.
Table 3: Distribution of sample management level wise
AGE IN YEARS – Level
(RANGE)
DISTRIBUTION (IN
NUMBER) PERCENTAGE
Lower / Functional Level 19 70.371 %
Middle Level Management 8 29.629 %
Top / Senior Level
Management 0 0 %
TOTAL 27 100 %
68
The young respondents of Lower / Functional Level were more cooperative in
giving responses as we see 70 % of the responses were received from this group
Only 30 % of the respondents of Middle Level Management gave feedback.
And the Top / Senior Level Management did not give any response for the same.
Contd…
69
Table 4: USAGE OF HUMAN BEHAVIOUR ASSESSMENT TOOLS IN
CANDIDATE SELECTION PROCESS
The study clearly depicts the fact that only 26 % of the surveyed organizations in
telecom sector use Human Behaviour Assessment Tools in candidate selection
process, which is an absolute negation of the hypothesis of the expectation of
having around 50 percent usage of Human Behaviour Assessment Tools for
candidate selection process in telecom sector.
Contd…
USAGE DISTRIBUTION (IN NUMBER)
ALTERNATIVE YES NO TOTAL
NUMBER 7 20 27
PERCENTAGE 26 % 74 % 100 %
70
Table 5: USAGE OF HUMAN BEHAVIOUR ASSESSMENT TOOL „A‟ IN
CANDIDATE SELECTION PROCESS
Contd…
USAGE DISTRIBUTION (IN NUMBER)
ALTERNATIVE YES NO TOTAL
NUMBER 4 3 7
PERCENTAGE 57% 43 % 100 %
71
For candidate selection process in the telecom sector, Human Behaviour
Assessment Tool „A‟ is the most popular psychometric tool. 57 % of the utility
depended up on usage of Human Behaviour Assessment Tool „A‟.
Hypothesis 1:
H01: Human Behaviour Assessment Tools are not lesser used in the selection
processes by the HR professionals.
H11: Human Behaviour Assessment Tools are lesser used in the selection
processes by the HR professionals.
t – test
/TESTVAL=0
/MISSING=ANALYSIS
/VARIABLES= HUMANBEHAVIOURASSESSMENTTOOLS utility
/CRITERIA=CI(.95).
72
t – test
One-Sample Statistics
N Mean
Std.
Deviation
Std. Error
Mean
utility of Human
Behaviour
Assessment Tools
27 1.74 .447 .086
One-Sample Test
Test Value = 0
t df
Sig.
(2-
tailed)
Mean
Differen
ce
95%
Confidence
Interval of the
Difference
Lower
Uppe
r
utility of Human
Behaviour
Assessment Tools
20.254 26 .000 1.741 1.56 1.92
The Calculated t - test value is 20.254
73
Table t – test value = 2.45
i.e. Calculated t - test value > Table t - test value
Hence the Hypothesis H01 is rejected.
Hypothesis 2:
H02: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
dissertation purpose) is not the unmost preferred tool by the HR professionals.
H12: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
dissertation purpose) is the unmost preferred tool by the HR professionals.
t – test
/TESTVAL=0
/MISSING=ANALYSIS
/VARIABLES= utility of Human Behaviour Assessment Tool „A‟
/CRITERIA=CI(.95).
74
t – test
One-Sample Statistics
N Mean
Std.
Deviation
Std. Error
Mean
utility of Human
Behaviour
Assessment Tool „A‟
27 1.85 .362 .070
One-Sample Test
Test Value = 0
t df
Sig.
(2-
tailed)
Mean
Differen
ce
95%
Confidence
Interval of the
Difference
Lower
Uppe
r
utility of Human
Behaviour
Assessment Tool „A‟
26.580 26 .000 1.852 1.71 2.00
The Calculated t - test value is 26.580
Table t - test value = 2.06
75
i.e. Calculated t – test value > Table t - test value
Hence the Hypothesis H02 is rejected.
Hypothesis 3:
H03: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
dissertation purpose) is not unused in various HR processes across all levels in
the organization.
H13: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
dissertation purpose) is unused in various HR processes across all levels in the
organization.
t – test
/TESTVAL=0
/MISSING=ANALYSIS
/VARIABLES=age
/CRITERIA=CI(.95).
76
t – test
One-Sample Statistics
N Mean
Std.
Deviation
Std. Error
Mean
age of the respondent 27 1.30 .465 .090
One-Sample Test
Test Value = 0
t df
Sig.
(2-
tailed)
Mean
Differen
ce
95%
Confidence
Interval of the
Difference
Lower
Uppe
r
age of the respondent 14.475 26 .000 1.296 1.11 1.48
The Calculated t - test value is 14.475
Table t - test value = 2.06
i.e. Calculated t - test value > Table t - test value
77
Hence the Hypothesis H03 is rejected.
t – test
/TESTVAL=0
/MISSING=ANALYSIS
/VARIABLES=gender
/CRITERIA=CI(.95).
t – test
One-Sample Statistics
N Mean
Std.
Deviation
Std. Error
Mean
gender of the
respondent 27 1.63 .492 .095
78
One-Sample Test
Test Value = 0
t df
Sig.
(2-
tailed)
Mean
Differen
ce
95%
Confidence
Interval of the
Difference
Lower
Uppe
r
gender of the respondent 17.207 26 .000 1.630 1.43 1.82
The Calculated t - test value is 17.207
Table t - test value = 2.06
i.e. Calculated t - test value > Table t - test value
Hence the Hypothesis H03 is rejected.
79
Chapter 5
Results and Discussions
80
Chapter 5
Results and Discussions
Hypothesis 1:
The Null Hypothesis, H01: Human Behaviour Assessment Tools are not lesser
used in the selection processes by the HR professionals is rejected and Alternate
Hypothesis H11: Human Behaviour Assessment Tools are lesser used in the
selection processes by the HR professionals is accepted because the Calculated
t - test Value (20.254) is greater than the Table t - test value (2.45).
Hypothesis 2:
The Null Hypothesis, H02: Human Behaviour Assessment Tool „A‟ (considering a
hypothetical name for dissertation purpose) is not the unmost preferred tool by
the HR professionals is rejected and Alternate Hypothesis H12: Human Behaviour
Assessment Tool „A‟ (considering a hypothetical name for dissertation purpose)
is the unmost preferred tool by the HR professionals is accepted because the
Calculated t - test value (26.580) is greater than the Table t - test value (2.06).
Hypothesis 3:
81
The Null Hypothesis, H03: Human Behaviour Assessment Tool „A‟ (considering a
hypothetical name for dissertation purpose) is not unused in various HR
processes across all levels in the organization is rejected and Alternate
Hypothesis H13: Human Behaviour Assessment Tool „A‟ (considering a
hypothetical name for dissertation purpose) is unused in various HR processes
across all levels in the organization is accepted because the Calculated t - test
value (14.475) is greater than the Table t - test value (2.06).
Contd…
82
Table 6: Summary of Outcomes of Objectives
Sr.
No. Objectives Outcomes
1 To study the effectiveness of
Human Behaviour Assessment
Tools in candidate selection
process.
According to the findings, only
26% of the surveyed organizations
use Human Behaviour
Assessment Tools in candidate
selection process, hence it is not
very effective.
2 To find the most preferred Human
Behaviour Assessment Tool in
selection process by HR
professionals.
The most preferred Human
Behaviour Assessment Tool in
selection process by HR
professionals is normal human
behaviour analysis.
3 To find the usage of Human
Behaviour Assessment Tool „A‟
(considering a hypothetical name for
dissertation purpose) by the HR
professionals.
Human Behaviour Assessment
Tool „A‟ is less used for candidate
selection process, the usage was
only 14.81%.
4 To assess the utility of Human
Behaviour Assessment Tool „A‟
(considering a hypothetical name for
dissertation purpose) in various HR
processes across all levels in the
organization.
The study showed that Human
Behaviour Assessment Tool „A‟
holds good for higher / mid level
job fit in the organization, however
at lower and entry level, some
frequently used tests are more
utilized.
83
Chapter 6
CONCLUSIONS
84
Chapter 6
CONCLUSIONS
1) Human Behaviour Assessment Tools are lesser used in the
selection processes by the HR professionals.
2) Human Behaviour Assessment Tool „A‟ (considering a hypothetical
name for dissertation purpose) is the unmost preferred tool used for
human behavior assessment by the HR professionals.
3) Human Behaviour Assessment Tool „A‟ (considering a hypothetical
name for dissertation purpose) is unused in various HR processes
across all levels in the organization.
4) With proper workings, projections, learnings, if Human Behaviour
Assessment Tools are used by organizations, it will definitely add a
special value to the HR function, candidates / employees being
assessed and the overall success of the entire organization.
5) Human Behaviour Assessment Tool „A‟ (considering a hypothetical
name for dissertation purpose) is very advisable to assess the
85
stability of any person as an employee for a certain position and at
certain stress levels.
6) It is very advisable for positions or employees who are very critical
to the business and the company‟s overall success.
7) Especially, in telecom industry, latest focus is to use environmental
friendly technology which will support the green concept and will
thus help the society. Therefore, various technology dynamics are
involved. Hence, organizations need to continuously identify
learning needs for their employees. Such Human Behaviour
Assessment / Personality / Psychometric testing tools can also be
of help in the training and development need identification.
86
Chapter 7
RECOMMENDATIONS
87
Chapter 7
RECOMMENDATIONS
Human Behaviour Assessment Tools have proved to be very useful for candidate
selection. With proper workings, projections, learnings, if Human Behaviour
Assessment Tools are used by organizations, it will definitely add a special value
to the HR function, candidates / employees being assessed and the overall
success of the entire organization.
Organizations should focus on getting their HR personnel trained on such
aspects so that related experts can be developed in house. The tool is very
helpful in various offerings like positions, learning and development, promotions,
self development plans, coaching plans, etc. by HR / Business function which
can be given to the employee with proper base and justified grounds.
It is very helpful for the positions or employees who are very critical to the
business and the company‟s overall success. For example, if a person usually
not able to make decisions is placed at the level of Business Unit Head, then it
might be problematic for the company because the position will demand the
person to take decisions at various stages of the business.
In telecom industry, latest focus is to use environmental friendly technology
which will support the green concept and will thus help the society. Hence,
88
various technology dynamics are involved and organizations need to
continuously identify learning needs for their employees. Such tools can also be
of help in the training and development need identification.
1) Human Behaviour Assessment Tools should be widely used in the
selection processes by the HR professionals.
2) Proven Human Behaviour Assessment Tools should be mostly preferred
for human behavior assessment by the HR professionals.
3) Effective Human Behaviour Assessment Tools should be used in various
HR processes across all levels in the organization.
4) A special budget line item should be approved or sanctioned by the top
management so that various offerings like positions, learning &
development, promotions, self development plans, coaching plans, etc.
can be planned accordingly wherein the effective use of Human Behaviour
Assessment Tools can be implemented.
5) Organizations should focus on getting their HR personnel trained on such
human behavioral aspects to develop related experts in house, so that the
Human Behaviour Assessment Report / Result derived on the basis of
89
Human Behavioral Assessment Tool can be subjected to an accurate
interpretation by the experts.
6) It is especially advised for the positions or employees who are very critical
to the business and the company‟s overall success and the roles which
demand frequent decision making capabilities and skills.
7) Human Behaviour Assessment results should not be made exactly a
candidate selection or rejection criteria by organizations, however it can
be included in the overall candidate selection process which can add
value in influencing the decision of the selection panel and help HR
function in providing high level inputs about a particular candidature
especially for critical leadership positions.
8) Considering the overall parameters linked, Human Behaviour Assessment
Tools should be used for all the positions critical to business after doing a
proper position wise Job Analysis. Also, it is recommended for all the
managerial and above positions. The Human Behaviour Assessment
Report should be made a part of the respective Employee Personal File.
Contd…
90
Scope for further research:
Similar kind of study / research could be done for various branded
Personality / Human Behaviour Assessment / Psychometric Testing Tools.
Sector specific study can be done on such tools for other sectors as well.
Comparative Analysis can be carried out between various sectors
regarding usage of such tools.
91
Chapter 8
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92
Chapter 8
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129
ANNEXURES
130
Survey Questionnaire
How Effective Is Human Behaviour Assessment Tool in candidate selection
process?
Greetings Sir / Ma‟am! I am Mr. Bhupesh Kumar Singh, pursuing M. Phil. from
Padmashree Dr. D. Y. Patil University, Navi Mumbai. This study is being
conducted to assess the effectiveness of Human Behavior
Measurement Tools as a selection tool in the organizations.
Following set of questions is vital for the study. I ensure you that all the
information / responses given by you will be kept confidential and will be
merged with the responses of others being contacted. At no point will your
identity be revealed to any of the concerned stakeholders of this study.
Contd…
131
I thank you for your kind Cooperation!!!
Name of the Industry ______________________________________________
Name of the Organization___________________________________________
Designation______________________Function_________________________
Does your organization use a Human Behaviour Assessment Tool in the
Recruitment process? – Yes / No
If yes, which tool? Name of the tool__________________________________
Contd…
132
Personal Information:
Age (yrs.)
yyryears)
1. 18–30 2. 31–45 3. 46–60
Gender 1. Ma le 2. Fema le
Tenure in
organization
(yrs.)
1. 0-5 2. 6-10 3. 11-15 4. 16-20 5. More than
20
Contd…
133
Enquiries
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
01 02 03 04 05
a) Human Behaviour Assessment
Tool is used in the hiring
process of your organization
b) It is used for hiring of all
positions
c) It is used for hiring of junior
positions
d) It is used for hiring of mid level
positions
e) It is used for hiring of senior
positions
f) It is used for hiring of on roll
positions
g) It is used for hiring of off roll
positions
h) It is used for hiring of contractual
/ augmented positions
i) It is mandatory to attempt for
Human Behaviour Assessment
Tool „A‟ (considering a
134
hypothetical name for
dissertation purpose) pre
selection as a process
j) It is mandatory for promotions
k) It is used as a selection criteria
l) It is used as a rejection criteria
m) Candidates are kept on hold
because of this
n) Candidates are reconsidered on
the basis of this after a
considerable span of time