Personality dimensions

Personality dimensions, predictability depended on both the performance criterion and the occupational group. For instance, extroversion predicted performance in managerial and sales positions. This finding makes sense because those occupations involve high social interaction. Similarly, openness to experience was found to be important in predicting training proficiency, which, too, seems logical. What wasn’t so clear was why positive emotional stability wasn’t related to- job performance. Intuitively, it would seem that people who are calm and secure would do better on almost all jobs than people who are anxious and insecure. The answer might be that only people who score fairly high on emotional stability retain their jobs. So the range on this dimension among those people studied, all of whom were employed, would tend to be quite small.

There are various psychological tests used for measuring personality traits and other skills related to personality.

16PF (16 Personality Factor) measures 16 temperament traits: warmth, reasoning, emotional stability, dominance, liveliness, rule-consciousness, social boldness, sensitivity, vigilance, abstractedness, privacy, and apprehension, openness to change, self-reliance, perfectionism, and tension.

These 16 traits are based on the research of a set of some 18,000 adjectives that describe people. This test has been used extensively by large number of organizations for more than four decades.

DISC (Drive, Influences, Steadiness, and Compliance) groups people in four distinctive personality styles: drive, influence, steadiness, and compliance.

Thomas Profiling utilizes predictive ability and aims to match behavior to jobs. It can also be used to map the existing work behavior of an individual, so as to assess the individual’s behavioral aptitude. The gap between behavior and the company’s requirement can be bridged by retraining and redefining individual’s skill sets and processes.

FIRO – B defines leadership style in relation to interpersonal relationship by measuring: Inclusion — How much you generally include other people in your life and how much attention, contact, and recognition you want from others. Control — Ho-w much influence and responsibility you need, and how much you want others to lead and establish procedures and policies; Affection — How close and warm you are with others and to what extent you want others to show warmth and support to- you. FIRO is not a theory of inherent, immutable personality traits. Rather it provides material for development efforts.

BelbinTeam Role Profiling assesses nine team roles: action-oriented roles (shaper, implementer, and completer or finisher); people-oriented roles (coordinator, team worker or resource investigator); cerebral role (plant, monitor, evaluator and specialist). Belbin team roles describe a pattern of behavior that characterizes one person’s behavior in relation to another in facilitating the progress of a team.

PAPI (PA Preference Inventory) Job profile a personality assessment tool used, both, at the beginning of the recruitment process, when devising a job profile, and later on at the interview stage, when assessing a candidate’s personality. It gives companies an objective way of measuring how closely the interviewee’s personality matches the personality required by the job profile.

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