Case study|Organizational Behaviour|Snsinstitutions| скачать в хорошем качестве

Case study|Organizational Behaviour|Snsinstitutions|

HR uses intelligence (aptitude/cognitive) and personality tests in selection to objectively assess a candidate's potential and fit, with intelligence tests measuring problem-solving, learning speed, and reasoning (verbal, numerical, logical) while personality tests gauge work style, traits (like teamwork, stress response, leadership), and cultural alignment, helping predict job performance and reduce hiring mistakes beyond just skills and experience. Intelligence tests are conducted to determine employee intelligence, learning style, and ability to learn. Personality tests focus on whether employees work better in groups or individually, if they learn visually or verbally, and if they would do better in training positions versus management. A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. #snsinstitutions #snsdesignthinkers #designthinking