According to my knowledge, there are some behavioral skillsets required in the IT sector such as communication. I have heard that profiling is being used in other industries extensively. How can it be used in this field? Also I am not too clear what they mean by profiling. Could someone explain the process and the methodology used?
From India, Bangalore
From India, Bangalore
Hello friend,
Profiling is a term borrowed from criminal investigations especially of psychopaths and serial killers where thy used to create the psychological profile of the wanted criminal and direct their enquiries in this direction. We have now started employee profiling in the industrial context which has a lot of significant uses.
Profiling is done on two perspectives- one, the profile of the ideal person to occupy a particular position. Two, the profile of the persons actually occupying the same. Needless to say, the more the congruence between the two, the better for the organisation. This is one exercise to analyse the performance potential vis-a-vis the actual requirements.
Profiling can be used at the recruitment/selection stages too. The profile of the person required becomes the profile of the candidates called for. And the entire selection process is oriented to choose the candidates who are closest to the ideal profiles created.
Behavioural profiles are more specific and focus on personality factors and behaviour. For instance if a particular position requires communication skills, leadership skills, assertiveness, a bit of aggression, achievement orientation etc, a profile for this position can be created specifying the degree to which each factor is required.
In other words, it is a behavioural recipe for a particular performance or output.
Profiling requires an indepth knowledge and skills. However, both can be acquired with some effort and perseverence.
best wishes
Rajeev.V
From India
26Profiling is a term borrowed from criminal investigations especially of psychopaths and serial killers where thy used to create the psychological profile of the wanted criminal and direct their enquiries in this direction. We have now started employee profiling in the industrial context which has a lot of significant uses.
Profiling is done on two perspectives- one, the profile of the ideal person to occupy a particular position. Two, the profile of the persons actually occupying the same. Needless to say, the more the congruence between the two, the better for the organisation. This is one exercise to analyse the performance potential vis-a-vis the actual requirements.
Profiling can be used at the recruitment/selection stages too. The profile of the person required becomes the profile of the candidates called for. And the entire selection process is oriented to choose the candidates who are closest to the ideal profiles created.
Behavioural profiles are more specific and focus on personality factors and behaviour. For instance if a particular position requires communication skills, leadership skills, assertiveness, a bit of aggression, achievement orientation etc, a profile for this position can be created specifying the degree to which each factor is required.
In other words, it is a behavioural recipe for a particular performance or output.
Profiling requires an indepth knowledge and skills. However, both can be acquired with some effort and perseverence.
best wishes
Rajeev.V
From India
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PROFILING-MATRI X.XLS
Behavioral int ques.doc
Behavioral Tool.pdf