PSYCHOMETRIC TESTS APPLICATIONS BY ALBANIAN HR MANAGERS

Sidita Dibra ()
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Sidita Dibra: University of Tirana, Faculty of Economy, Department of Management

Romanian Economic Business Review, 2013, vol. 8, issue 4, 106-121

Abstract: Human resources are already acknowledged for the contribution towards sustained competitive advantage, especially in today’s rapidly changing environment (Barney, 1991), that’s why Human Resources Management (HRM) practices should be based on techniques able to identify and use the personnel professional and personal competencies. Personal characteristics such as personality, are in the same time more intriguing and more difficult to measure and manage. Several workplace personality testing techniques are being applied by HR specialists to identify the “actual or future employee characteristics or traits – including how one looks, thinks, acts and feels – as a product of interacting genetic and environmental influences” (Kreitner, Kinicki, 2001). The results of personality test should assist HR specialists to take more effective decisions, but “even if these tests are quite popular, they have psychometric and conceptual deficiencies that require caution in their application” (Chase, 2008). This paper aims to give a general overview of the most popular personality tests eventual application in HR decisions. Semi structured interviews were conducted with HRM professionals in companies operating in Albania to identify the application of personality test as tool for making decisions, the expected benefits and perceptions about the validity of these tests.

Keywords: personality test; human resource management; organizational behavior (search for similar items in EconPapers)
Date: 2013
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