Dear Mrunmayi,
It is a pleasure answering queries on core areas of HRM. I strongly believe that PEOPLE are the most precious assets of an organization and if you are passionate about HRM you can see a Heaven on Earth, They can create wonders if handled rightly and can bring everything to halt if troubled.
PEOPLE can be the most simple at times and can be the most complex too. They exhibit different behaviors in different situations and with different people. This is the challenge one needs to understand to succeed.
Well, some of my experiences, especially on the psychometric test,
1. I have seen in few individuals no correlation between the psychometric test findings and the interview findings. In such cases we need more patience and we should try other tools to identify the personality. Say, on the job behavior, or in basket training under stress. Never be hasty to conclude.
2. Many times resistance in taking the test itself.
3. Sometimes psychometric tests have to be created or designed by us, as there are certain job profiles like "Branch Manager - Agri Div - were the manager needs to be kind on issuing loans to small farmers and at the same time remain tough on handling payment defaulters, especially those who are habitual. It is two characters diagonally opposite.
4. In general very good executives will be kind and make the place pleasant for the peers. however, this can also be dangerous if it leads to complacency as in most cases of my experience. So we should keep a watch.
5. In some cases the psychometric test cannot identify people with extraordinary camouflaging skills. For example a Manager who never takes any suggestion from his juniors for the fear of loosing his position and respect will see to that the junior is relieved before he acts on the same. In rare cases, i have seen these managers to bring some BIG names in consultancy for the technical requirement and act hand in gloves and make the management feel that such great things would not have happened if this Manager was not there.
So, it requires a lot of patience and determination to handle this. Sometimes if you get involved into this, you may also get thrown out, or you will have to face volcanic eruptions and non-cooperation.
Building trust and being polite will help to succeed. Bring everyone into confidence before taking things forward. Keep head strong to face any kind of resistance and keep proof if you need to touch the chameleons.
Good luck
Nalina
From India, Tiruppur
18It is a pleasure answering queries on core areas of HRM. I strongly believe that PEOPLE are the most precious assets of an organization and if you are passionate about HRM you can see a Heaven on Earth, They can create wonders if handled rightly and can bring everything to halt if troubled.
PEOPLE can be the most simple at times and can be the most complex too. They exhibit different behaviors in different situations and with different people. This is the challenge one needs to understand to succeed.
Well, some of my experiences, especially on the psychometric test,
1. I have seen in few individuals no correlation between the psychometric test findings and the interview findings. In such cases we need more patience and we should try other tools to identify the personality. Say, on the job behavior, or in basket training under stress. Never be hasty to conclude.
2. Many times resistance in taking the test itself.
3. Sometimes psychometric tests have to be created or designed by us, as there are certain job profiles like "Branch Manager - Agri Div - were the manager needs to be kind on issuing loans to small farmers and at the same time remain tough on handling payment defaulters, especially those who are habitual. It is two characters diagonally opposite.
4. In general very good executives will be kind and make the place pleasant for the peers. however, this can also be dangerous if it leads to complacency as in most cases of my experience. So we should keep a watch.
5. In some cases the psychometric test cannot identify people with extraordinary camouflaging skills. For example a Manager who never takes any suggestion from his juniors for the fear of loosing his position and respect will see to that the junior is relieved before he acts on the same. In rare cases, i have seen these managers to bring some BIG names in consultancy for the technical requirement and act hand in gloves and make the management feel that such great things would not have happened if this Manager was not there.
So, it requires a lot of patience and determination to handle this. Sometimes if you get involved into this, you may also get thrown out, or you will have to face volcanic eruptions and non-cooperation.
Building trust and being polite will help to succeed. Bring everyone into confidence before taking things forward. Keep head strong to face any kind of resistance and keep proof if you need to touch the chameleons.
Good luck
Nalina
From India, Tiruppur
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