Assignment# 02

Shaheena Hafeez
MSMS-011
Personality Assessment Test at Minrox pvt ltd Kot Najeebullah Road, Hattar Industrial
Estate
Introduction of Company

Minrox is an industrial estate located in ltd Kot Najeebullah Road, Hattar Pakistan. This
industry is producing coal and other energy products. It is a project based company, their
current projects are running at Haripur, Hattar and Besham etc.

Personality Test Assessment

Excelling at a challenging job often requires skills that go beyond the knowledge and
intelligence of a person. The personality traits of an individual, including their ideologies,
morals and principles, the motivation driving them and the temperament they possess usually
play a significant role in their performance at the job.

How it conducted at Minrox Office:

It is conducted either on paper or online. The online test offers some advantages, e.g.
faster results. It is often the case that cognitive test, psychomotor test, psychological test,
personality test and job knowledge test

Cognitive test

It basically focuses on two things:

 Reliability
 Validity

Like:

1. Loyalty status = Reliability

2. Sincerity = way of working
3. Characteristics, behaviour how employees are presenting the organization.
4. Mind games or mind thinking tests like how employees are going to design, implement
and formulate strategies.

Psychological test
In this test the company check the response of the employees in given real time situation to
analyse the behaviour, attitude, nature in which they will work efficiently.

Psychomotor test

In this the company analyse the swot analysis and dexterity to analyse and study the behaviour
of employees in a scale.

Job knowledge test

In this company job knowledge test checks the context whether you know the organization

Personality test

The company has a personality assessment test named as an objective test is a psychological
test that measures an individual’s characteristics in a way that isn’t influenced by the
examiner’s own beliefs; in this way, they are said to be independent of rater bias. They usually
involve the administration of a bank of questions that are marked and compared against
standardized scoring mechanisms, in much the same way that school exams are administered.
Objective tests tend to have more validity than projective tests (described below); however,
they are still subject to the willingness and ability of the examinee to be open, honest, and self-
reflective enough to accurately represent and report their true personality.

The most common form of objective test in personality psychology is the self-report measure.
Self-report measures rely on information provided directly by participants about themselves or
their beliefs through a question-and-answer format. There are a number of test formats, but
each one requires respondents to provide information about their own personality. They
typically use multiple-choice items or numbered scales, which represent a range from 1
(strongly disagree) to 5 (strongly agree).
“Employees are a company’s greatest asset — they’re your competitive advantage.” –Anne M.
Mulcahy, former CEO, Xerox Corporation

The right hiring decisions can truly define a company. In an effort to build top-quality
workforces, human resource departments are increasingly turning to advanced tools such as
personality tests to aid them in their hiring decisions. In fact, the Global Assessment
Trends report published in 2014 by CEB points out that the majority — 62 percent — of human
resource professionals use personality tests to vet candidates.

Introduction of Company

Al Jillani Textile Industries (Pvt) Ltd, (ATI) is a textile processing industry which is

in operation since 1984.ATI is utilizing its own factory premises and machinery in the

business. We are the corporate member of Faisalabad chamber of commerce and

industries and All Pakistan Textiles Processing Mills.

Since 1984 Al Jillani Textile Industries (Pvt) Ltd. is utilizing its own factory premises

in the business of textile processing and is also engaged in trading of different type of

fabrics at large scale.

Personality Test Assessment

How it conducted at Al Jillani Office:

It is conducted either on paper or online. The online test offers some advantages, e.g.
faster results. They are psychological test, personality test and job knowledge test

Personality test

Test have multiple correct answers even though an answer might be more preferred by the
hiring organization. Then in the interview it judged also by giving them scenario. One of the
most popular question types are scenarios. Scenarios are job-related, realistic, hypothetical
situations. As the scenarios presented always ask for a resolution for a given conflict,
candidates will be asked to choose a preferred method of action out of several possible options.
The conflict/scenario may involve supervisor-subordinate relationships, stress and
disagreement between work colleagues, etc.

Myers-Briggs Type Indicator

The Myers-Briggs Type Indicator (MBTI) is based on Carl Jung’s theory of personality. The
MBTI is one of the most popular personality inventories used with nonclinical populations; it
has been criticized, however, for its lack of statistical validity and low reliability. The MBTI
measures individuals across four bi-polar dimensions:

Attitudes: Extraversion-Introversion. This measures whether someone is “outward-turning”

and action-oriented or “inward turning” and thought-oriented.

The perceiving function: Sensing- Intuition . This measures whether someone understands and
interprets new information using their five senses (sensing) or intuition.

The judging function: Thinking-Feeling. This measures whether one tends to make decisions
based on rational thought or empathic feeling.

Lifestyle preferences: Judging-Perceiving. This measures whether a person relates to the

outside world primarily using their judging function (which is either thinking or feeling) or
their perceiving function (which is either sensing or intuition)

Conclusion

Personality tests are assessments that provide insight into important but intangible information
about candidates, such as their personality, values and work preferences. Armed with this
information, human resource managers are able to gain insight into how well a candidate might
fare in any given job. The pros and cons of personality testing are significant, and companies
must weigh them carefully before deciding on their use. Different motivating factors usually
drive different individuals. One may be good at some traits but weak at others. Some people
may be naturally outgoing and best fit for a consumer representation or sales role. Similarly,
some may handle pressure better while others may perform well in a relaxed environment.
Personality tests usually help a business organization find out the strong and weak
characteristics of each candidate, and determine if they are best suited for the role of the
available job position in the company. Personality tests may be used as a prescreening tool to
sift through the candidates and shortlist the suitable ones.
Pros of Personality Testing

Personality testing can certainly provide substantial benefits to hiring managers. As a concept,
they have been praised for several reasons:

Knowing the unique information personality tests provide can help hiring managers assess a
candidate’s fit into company culture.

Personality tests allow hiring managers to better understand how to keep individual employees
engaged and motivated at work.

Well-designed, standardized assessments allow an organization to improve its legal

defensibility by providing a fairer method of candidate comparison.

Personality tests can reduce the chance of putting the wrong person in the wrong role (a mistake
that can be costly).

Cons of Personality Testing

For all their positive qualities, personality tests also have drawbacks. Criticisms include:

Time. Personality tests can be time-consuming, which may lead to job candidate frustration or
even loss to other companies.

Money. Personality tests can be costly to administer. Costs can range between $100 to $5,000
per candidate, according to Helios HR (2014).

Accuracy. While useful for gaining behavioral insight, personality tests are not always the best
indicators of how successful an individual will be in a job. This is particularly true with certain
tests such as the Four Quadrant (4-Q) test and Myers-Briggs assessment. Although these tests
have not been validated as strong measures of job performance, they remain popular among
employers.

Reliability. Candidates often answer personality tests by choosing answers they believe
employers want to hear. This can make test results difficult to interpret or even invalid.

For companies that want to assess candidates more substantially but conclude that personality
testing is wrong for their needs, alternative testing methods are available.