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Study of Effectiveness of The Human Behaviour Assessment Tools in Candidate Selection Process in Telecom Sector in Mumbai Metropolitan Region
Study of Effectiveness of The Human Behaviour Assessment Tools in Candidate Selection Process in Telecom Sector in Mumbai Metropolitan Region
Navi Mumbai
Submitted by
Research Guide
Dean
January, 2013
Study Of Effectiveness Of The Human Behaviour
has not formed the basis for the award of any degree, associateship, fellowship
Date:
Management, in partial fulfillment of the requirements for the award of the degree
not formed the basis for the award previously of any degree, diploma,
Date:
Business Management, which has accepted me for the M. Phil program and
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
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…
CH. PAGE
PARTICULARS
NO. NO.
i
List of Tables
ii
Abbreviations
iii
Executive summary
1 Introduction 1
2 Literature Review 32
4 Data Analysis 62
6 Conclusions 83
7 Recommendations 86
8 Bibliography 91
Annexures 129
List of Tables
i
List of Abbreviations
BC Behavior Complexity
CC Cognitive Complexity
HR Human Resource
ii
Executive Summary
Industry Snapshot:
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
283,207 crore (US$51.54 billion) for 2010–11 financial year, while revenues
has played a significant role to narrow down the rural-urban digital divide to some
iii
extent. It also has helped to increase the transparency of governance with the
India is divided into 22 telecom circles: India has the fastest growing telecom
potential. Airtel, Idea, Reliance, Tata DoCoMo, BSNL, Aircel, Tata Indicom,
Vodafone, MTNL, and Loop Mobile are amongst the major operators in India.
(Source: http://www.wikipedia.org/)
organizations in the same industry involved in using the test and if any other test
iv
The Winslow Applicant Selection Program
Birkman Method
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
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
v
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
been very useful sources of knowledge and inspiration for this study /
dissertation.
professionals.
vi
two techniques in survey method, Cross-Sectional Survey was used to gather
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
vii
The conclusions of the study are:
Human Behaviour Assessment Tool „A‟ is the unmost preferred tool used
While Human Behaviour Assessment Tools are very useful in judging the
viii
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
the assessments can be applied and accordingly candidate with the most
ix
Sometimes business / teeth functions might not understand the
results / outcome.
x
CHAPTER 1
INTRODUCTION
1
CHAPTER 1
INTRODUCTION
even more interesting. Human Behaviour Assessment Tools are well known in
The basic purpose of these Human Behavior Assessment Tools is to assess the
are useful to judge the stability or suitability of a person for handling any
help the organization in the selection of a candidate who will best fit a particular
job profile.
and the benefits of this test came into picture. Honestly, the assessment results
2
On correlating the assessment results obtained after being assessed by Human
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:
Creativity
Attitude
Result Orientation
As viewed by others
Motivation
3
Any current behavioural worry factors
Human Behaviour Assessment Tool „A‟ with the actual personality of Mr. „B‟ is as
given below:
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.
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
resolve the problem after exploring all the possible avenues for the solution.
4
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.
my professional life.
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
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.
5
I find real joy and satisfaction in being creative and also it always helps in
I have realized that creation is my passion and gives me immense pleasure, joy
and satisfaction.
Yes, I definitely have the ability to resolve the problems. I agree that sometimes I
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
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.
6
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
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.
required
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
stage of completion.
7
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.
to be double sure before I go ahead and make a decision because the results will
worker
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
8
Development, Employee Engagement, Employee Relations, Performance
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
I don‟t like talking indirectly. I am a very straight forward person. Hence people
9
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
Also, there was an Admin person reporting to me from whom I used to take help
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
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
proactive and keep myself updated so that whenever they are required, I can get
them easily.
to make decisions.
10
Correlation with the actual personality by Mr. „B‟ –
area or field which requires the expertise of a specialist. I preferred working in the
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
I would be more excited and motivated if I am given the power and authority to
budgets and design strategies subject to the approval of the higher ups.
2012)
Thus, the above correlation of the sample assessment results with the actual
11
Some Personality / Psychometric Testing Tools:
(Source: http://www.wikipedia.org/)
Birkman Method:
12
The Birkman Method attempts to analyze and describe individual needs that
December, 2012)
(Source: http://www.wikipedia.org/)
“WorkPlace Big Five Profile has been developed by Dr. Pierce Howard and Jane
Howard.
DISC Assessment
13
“DISC assessment is based on the DISC personality theory of
This theory was then developed into a personality assessment tool by industrial
The version used today was developed from the original assessment by John
Geier , who simplified the test for better, more concise results.”
December, 2012)
(Source: http://www.wikipedia.org/)
“In the late 1950s and early 1960s, Dr. Thomas Hendrickson of TM Hendrickson
(Source:
http://en.wikipedia.org/wiki/Thomas_Personal_Profile_Analysis_(PPA)#The_The
(Source: http://www.wikipedia.org/)
14
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
Retention, etc.
There are rewarding, challenging and responsible top positions like Chief People
Management are:
Development), Pune
15
For example, an organization wanting to hire a sales person, would like to look
Self – Confident
Self – Starter
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
16
organization can take the decision as to which candidate best fits the projected
sales role provided the candidate meets all other selection criteria.
below:
Intellectual
Hard Worker
Analytical
Transparent
Strategic
Result Oriented
Inspiring Personality
Effective Communicator
Perfectionist
Friendly
Career Oriented
Leader
Detail Oriented
Self – Starter
17
Visionary
Caring
When I remember an engineer not taking up a job and trying to set up his
Alert
Prompt
Active
Passionate
Disciplined
Proactive
Opportunistic
Risk Taker
Thinking Big
Dedication
Devotion
18
Good at numbers and Sharp Minded
Creative
Thoughtful
Artistic
Imaginative
Passionate
Quality Oriented
Audience Oriented
Good Reader
Expressive
Simplicity
with some professionals. I am thankful to all of them for sharing there valuable
19
“If Human Behavioural tests are attempted genuinely and
should not conduct these tests just for formality. They should
reason for not rating myself more than 7, I replied saying that
organization.”
Contd…
20
“Psychometric / Human Behaviour tests can be useful to the
- R. Datta, HR Professional
Contd…
21
“Psychometric / Human Behaviour / Personality tests offers
- S. Bharne, HR Professional
Contd…
22
“Psychometric tests should be conducted by the
role. They can help in many ways. They can be useful for
Contd…
23
“It is difficult to predict the human behaviour / human
- I. Damad, HR Professional
Contd…
24
“There is a need for the use of the Psychometric tests by the
- T. Banerjee, HR Professional
Contd…
25
“Human Behaviour tests are really good and helpful. They
- T. Lade, HR Professional
Contd…
26
“Personality / Psychometric tests should be affordable.
- H. S. Sandhu, HR Professional
Contd…
27
“Behavioural tests should be done. Organization can come
are obtained.”
- S. Walse, HR Professional
Contd…
28
“Psychometric tests are useful in knowing the personal
company.”
Contd…
29
“Human Behavioural Assessments are very useful.
especially for mid level and senior level positions. They can
- H. Sharma, HR Professional
Contd…
30
“Psychometric tests should be done in order to know about a
- P. Goel, HR Professional
31
Chapter 2
Literature Review
32
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
hypothetical name for dissertation purpose) which can bring accountability and
objectivity to the human behavior analysis during the candidate selection process
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
33
But specifically usage of Human Behaviour Assessment Tools for selection
processes in the telecom industry was not found, and hence became the major
The research material available either talked of the psychometric tests used for
Thus the following drafts helped to prepare a conceptual frame work for the study
Various cases discussed in this article are related to the privacy infiltration
state and federal constitution in such cases. It also advocates the law
personality / profile tests and advances the opinion that there should be
34
2. P. Carlson and F. Makedon, (1996), in the paper “How to Measure the
short-term knowledge about the task and the tool was measured with a
them with personality traits using the WorkPlace Big Five Profile”
investigated the tasks and job competencies new staff member training
35
managers and staff members perceive as necessary to perform required
tasks associated with those operational areas; and, determine the traits
related attitudes and realistic job expectations can enhance new staff
Although the traits appear to match the personalities of the staff members
findings regarding the relationship among the Big Five personality traits
and critical thinking at work place. The psychological testing exists in the
industry since past 30 years, the beginning of 20th century majorly used
36
devised to produce a quantitative assessment of some psychological
person during the professional work. Thus the extent of excitement across
5. Hai-Ming Chen and Shu-Tzu Hung, (2012), wrote the paper “The
(O-T-P) model and TCG service personnel were surveyed regarding their
37
The methodology adopted by TCG for TNA has proven effective. Further,
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
The diverse use of test and resulting data and the issues regarding
psychological testing are discussed in this issue. The usage is seen from
38
understood form, enabling the beginner to start measuring behavior
The method of direct observation was used primarily in the book, which
evaluation procedure.
39
Systematically observe the child across settings
Professionals and others who contribute information about the child, such
assessments:
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
40
sources, such as, Structured Interviews, CVs, Supervisor Ratings and
They provide insights into how people work. They can improve the
can cause havoc to a company and hence they may also be equivalent to
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
41
The study also helped in framing the theory of the study as the types of
and limitations of the study which came in to force while researching for
(1) the time structure and BC measure different aspects of the learning
process;
(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
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
42
increased understanding and acceptance of personality characteristics
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
but does not give any clear impression of these tests in HR perspective or
processes.
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
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
43
tests in selection processes in telecom sector in Mumbai Metropolitan
Region.
(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
given any emphasis, the study was elaborated by researching for usage of
44
6. The telecom sector was not detailed in the book, it contained the general
issues that come in to play while going through any such test.
The matter gave a considerable ground for getting into the practical and
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,
Thus the book was very helpful in setting the basic theory and concept of
But the basic theories and underlying ideas are helpful for academic
research but for higher positions and complex systems, the test has to
45
Thus the gap between the generic to specific made to get through the
child has already been diagnosed as having autism. Reality: No one set of
screen for autism when the comprehensive tools are not available.
with AU. However, that does not mean the information is invalid. It is likely
justified.
46
9. Professionally as a part of organization, selecting and opting for
candidate and hence making justifiable decisions for a particular post and
designation to responsibilities.
employees.
tricky personnel processes, thus the issues of to test or not to test are
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
47
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
Thus the scanning of literature available has given a wider scope to talk about
general.
The psychometric tests in practice are mostly to check the aptitude of the
No sufficient information was found for telecom sector and practices in the
industry.
48
There is a scope for providing a more detailed option related to Human
place.
49
Chapter 3
50
Chapter 3
Objectives:
Based on the gaps as found during the course of the research, various sub
51
Hypothesis 1:
H01: Human Behaviour Assessment Tools are not lesser used in the selection
H11: Human Behaviour Assessment Tools are lesser used in the selection
Hypothesis 2:
H02: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
H12: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
Hypothesis 3:
H03: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
the organization.
52
H13: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
organization.
Research Methodology:
professionals from few companies from telecom industry were interviewed to get
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
industry.
53
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
A detailed format of the work been taken in to action has been shown below:
- Problem Identification
- Prioritizing Problems
- Analysis
- Justification
Literature Review
- Survey of Literature
54
- General Objectives
- Specific Objectives
Research Methodology
- Variables
- Types of study
- Questionnaire
- Sampling
Work Plan
- Resource Planning
- Work Flow
- Scheduling
55
Plan for Project Administration and Utilization of Results
- Administration
- Monitoring
Dissertation Summary
- Conclusions
- Contribution to Policy
- Contribution to Practice
Type of Research:
Tools was to be gauged; hence quantitative technique to find the percentage was
used.
56
Out of the two techniques in survey method, Cross-Sectional Survey was used to
Sample size: 27
taken.
57
Preparation of the questionnaire (Closed ended)
Data Analysis:
The calculated value has been computed by using the statistical tool package
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
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:
Tools are used by organizations, it will definitely add a special value to the HR
58
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
technology which will support the green concept and will thus help the society.
to continuously identify learning needs for their employees. Such tools can also
Limitations:
While Human Behavior Assessment Tools are very useful in judging the behavior
59
dedicated HR function to highlight the importance of such human
way to the management with examples that how such tools can be useful
the assessments can be applied and accordingly candidate with the most
60
comparative analysis between multiple candidates on the basis of such
results / outcome.
61
Chapter 4
Data Analysis
62
Chapter 4
Data Analysis
Out of the two techniques in survey method, Cross-Sectional Survey was used to
Sample size: 27
63
Primary data - Responses of the HR professionals of Telecom industry was
taken.
The calculated value has been computed by using the statistical tool package
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
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.
64
Table 1: Distribution of sample gender wise
DISTRIBUTION (IN
PERCENTAGE
GENDER NUMBER)
MALE 10 37 %
FEMALE 17 63 %
TOTAL 27 100 %
Contd…
65
The distribution of data specifies that out of the total respondents 37% were male
Thus the percentage analysis gets to know the fact that females prefer HR field
It may also be assessed that the women employees were more cooperative
UP TO 30 19 70 %
31-45 8 30 %
46-60 0 0%
TOTAL 27 100 %
Contd…
66
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.
And the age group of 46-60 did not give any response for the same.
TOTAL 27 100 %
67
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
And the Top / Senior Level Management did not give any response for the same.
Contd…
68
Table 4: USAGE OF HUMAN BEHAVIOUR ASSESSMENT TOOLS IN
NUMBER 7 20 27
PERCENTAGE 26 % 74 % 100 %
The study clearly depicts the fact that only 26 % of the surveyed organizations in
Contd…
69
Table 5: USAGE OF HUMAN BEHAVIOUR ASSESSMENT TOOL „A‟ IN
NUMBER 4 3 7
Contd…
70
For candidate selection process in the telecom sector, Human Behaviour
Assessment Tool „A‟ is the most popular psychometric tool. 57 % of the utility
Hypothesis 1:
H01: Human Behaviour Assessment Tools are not lesser used in the selection
H11: Human Behaviour Assessment Tools are lesser used in the selection
t – test
/TESTVAL=0
/MISSING=ANALYSIS
/CRITERIA=CI(.95).
71
t – test
One-Sample Statistics
One-Sample Test
Test Value = 0
95%
Confidence
Interval of the
Sig. Mean Difference
(2- Differen Uppe
t df tailed) ce Lower r
utility of Human
Behaviour
20.254 26 .000 1.741 1.56 1.92
Assessment Tools
72
Table t – test value = 2.45
Hypothesis 2:
H02: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
H12: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
t – test
/TESTVAL=0
/MISSING=ANALYSIS
/CRITERIA=CI(.95).
73
t – test
One-Sample Statistics
One-Sample Test
Test Value = 0
95%
Confidence
Interval of the
Sig. Mean Difference
(2- Differen Uppe
t df tailed) ce Lower r
utility of Human
Behaviour 26.580 26 .000 1.852 1.71 2.00
Assessment Tool „A‟
74
i.e. Calculated t – test value > Table t - test value
Hypothesis 3:
H03: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
the organization.
H13: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for
organization.
t – test
/TESTVAL=0
/MISSING=ANALYSIS
/VARIABLES=age
/CRITERIA=CI(.95).
75
t – test
One-Sample Statistics
One-Sample Test
Test Value = 0
95%
Confidence
Interval of the
Sig. Mean Difference
(2- Differen Uppe
t df tailed) ce Lower r
age of the respondent 14.475 26 .000 1.296 1.11 1.48
t – test
/TESTVAL=0
/MISSING=ANALYSIS
/VARIABLES=gender
/CRITERIA=CI(.95).
t – test
One-Sample Statistics
77
One-Sample Test
Test Value = 0
95%
Confidence
Interval of the
Sig. Mean Difference
(2- Differen Uppe
t df tailed) ce Lower r
gender of the respondent 17.207 26 .000 1.630 1.43 1.82
78
Chapter 5
79
Chapter 5
Hypothesis 1:
The Null Hypothesis, H01: Human Behaviour Assessment Tools are not lesser
Hypothesis H11: Human Behaviour Assessment Tools are lesser used in the
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
Calculated t - test value (26.580) is greater than the Table t - test value (2.06).
Hypothesis 3:
80
The Null Hypothesis, H03: Human Behaviour Assessment Tool „A‟ (considering a
across all levels in the organization is accepted because the Calculated t - test
Contd…
81
Table 6: Summary of Outcomes of Objectives
Sr.
Objectives Outcomes
No.
1 To study the effectiveness of According to the findings, only
26% of the surveyed organizations
Human Behaviour Assessment
use Human Behaviour
Tools in candidate selection
Assessment Tools in candidate
process. selection process, hence it is not
very effective.
2 To find the most preferred Human The most preferred Human
behaviour analysis.
professionals.
82
Chapter 6
CONCLUSIONS
83
Chapter 6
CONCLUSIONS
name for dissertation purpose) is the unmost preferred tool used for
84
stability of any person as an employee for a certain position and at
friendly technology which will support the green concept and will
85
Chapter 7
RECOMMENDATIONS
86
Chapter 7
RECOMMENDATIONS
Human Behaviour Assessment Tools have proved to be very useful for candidate
Assessment Tools are used by organizations, it will definitely add a special value
aspects so that related experts can be developed in house. The tool is very
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
which will support the green concept and will thus help the society. Hence,
87
various technology dynamics are involved and organizations need to
continuously identify learning needs for their employees. Such tools can also be
88
Human Behavioral Assessment Tool can be subjected to an accurate
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
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
Contd…
89
Scope for further research:
Sector specific study can be done on such tools for other sectors as well.
90
Chapter 8
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Chapter 8
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128
ANNEXURES
129
Survey Questionnaire
process?
Greetings Sir / Ma‟am! I am Mr. Bhupesh Kumar Singh, pursuing M. Phil. from
Following set of questions is vital for the study. I ensure you that all the
merged with the responses of others being contacted. At no point will your
Contd…
130
I thank you for your kind Cooperation!!!
Designation______________________Function_________________________
Contd…
131
Personal Information:
Tenure in
5. More than
organization 1. 0-5 2. 6-10 3. 11-15 4. 16-20
20
(yrs.)
Contd…
132
Enquiries Strongly Disagree Neutral Agree Strongly
Disagree Agree
01 02 03 04 05
positions
positions
positions
positions
positions
positions
/ augmented positions
133
hypothetical name for
selection as a process
because of this
134