The document discusses personality tests and their use in employee selection and the workplace. It defines personality as a combination of emotional, attitudinal and behavioral patterns in an individual. Common personality tests include the Myers-Briggs test and Five Factor Model test. Personality tests can be objective, projective, or situational. Employers use personality tests to help select candidates that fit certain roles and to understand employees to help teams work together better. A good personality fit between employee and job can reduce turnover and increase productivity.

1. Under the Guidance of:
Pushpalatha.S.Patil
Assistant Professor
SIT PGDMS & RC
Siddaganga Institute Of Technology
(An autonomous Institute affiliated to
Visvesvaraya Technological University,
Belgaum and Accredited by National Board of
Accreditation, New Delhi)
Submitted To

2.  Meaning of Selection:
Employee Selection is the process of putting right men
on right job. It is a procedure of matching
organizational requirements with the skills and
qualifications of people.
 Meaning of personality:
Particular combination of emotional, attitudinal and
behavioral response pattern of an individual.

3.  KEY PERSONALITY DETERMINANTS:
 Heredity
 Environmental factors
 TYPES OF PERSONALITY TESTS:
 Myers- Briggs Test- The test is made up of four different
scales:
 Extraversion (E)- Introversion(I)
 Sensing(S)- Intuition(N)
 Thinking (T)-Feeling (F)
 Judging (J)- Perceiving(P)
 Five factor model test-The five dimensions
representing personality traits: conscientiousness,
emotional stability, openness to experience,
agreeableness and extroversion.

4.  THREE FORMS OF PERSONALITY TESTS:
 Objective Personality Tests: Individuals are asked to
rate their own actions or feelings in set situations.
 Projective Tests: Individuals are asked to formulate
an unstructured response to some form of
ambiguous stimuli.
 Situational Tests: These asses a person’s capability
oh handling stress. These tests are conducted in a
room with no identified leader to guide it to
structured discussions. The discussion is allowed to
take its own course and people are allowed to
come out freely and openly to express themselves.

5.  PERSONALITY THEORIES:
 Social learning theory: People learn by observing
others.
 Psychoanalytical theory: focuses on repression and
unconscious forces and includes the concepts of
resistance, transference, and division of the psyche
into the id, ego, and superego.
 Trait theory: The measurement of consistent
patterns of habit in an individual’s
behavior, thoughts, and emotions.
 Self Concept theory: The individual's belief about
himself or herself, including the person's attributes
and who and what the self is.

6.  HOW PERSONALITY TEST USED IN WORKPLACE?
 Personality tests can be used as a tool to help
dysfunctional teams learn more about each other and
begin to work through some of their differences.
Personality tests can be a great tool to use to bring
team members together and create more productive
teams.
 Employers use a personality test to help them
understand the traits of their employee and to help
them see where the employee might best fit in the
organizational settings.
 For appraising the employees for promotional
potentials.
 Organizations interested in hiring high quality
employees and reducing turnover can achieve
greater success in both areas by employing a well
developed personality test in the hiring process.

7.  WHY IS PERSONALITY IMPORTANT WHEN HIRING?
 Team spirit
 The drive to learn
 PERSONALITY AND WORK ENVIRONMENT TYPES:
 Realistic-do’er
 Investigative- thinker
 Artistic- creator
 Social-helper
 Enterprising- persuader
 Conventional- organizer
 CAREER PERSONALITY TEST: A career personality
test centers on finding what a particular individual
is best at and for what types of jobs he or she will
be suitable.

8.  PERSONALITY TEST IDENTIFIES AN INDIVIDUAL’S:
 Value System and emotional reaction to a critical
situation.
 Moods and handling a crisis.
 Self confidence, personal ambition, emotional
control and sociability.
 APPLICATIONS OF PERSONALITY TESTS:
 Criminal Psychology: Make use of questionnaires to
measure impulsivity and its relation to crime.
 Health Psychology: Measures people’s optimism in
relation to their response to their response to
cancer diagnosis.
 Occupational Psychology: Often employ
personality tests to predict job performance and
job suitability.

9.  CRITERIA FOR PERSONALITY EVALUATION:
 Dynamic Personality
 Ability to handle risk
 Stress management
 Social adaptability
 Ability to learn new things
 Emotional Intelligence
 Attitude towards subordinates
 Leadership skills
 Target reaching ability

10. ADVANTAGES OF CONDUCTING PERSONALITY TEST:
 MBTI personality test help in training and
development of employees to better understand
themselves and it can help team members to
better understand each other.
 Reduces employee turnover and the cost of
wrong selection is avoided by the company.
 These tests include an increased ability to predict
probable attitudes and behaviors that could
ultimately influence the individual's success or
failure and, therefore, impact the company's
profitability and efficiency.

11.  An employee’s personality governs his work behavior. With
the growing importance of personality test in work place, it
becomes essential for us to understand its importance and
modify as per job requirement. Employees who have
collegial personalities exhibit behavior that’s ideal for a
workplace and are the types of employees who receive
regular promotions and awards.
 Personality tests help the employer in matching the job with
the traits of the individual which in turn adds value to work as
well as the individual becomes an asset to the organization.
When the job specifications are met by the employee it
results in higher productivity and satisfies the statement ‘right
person to the right job’.
 Personality tests are useful in hiring decisions and help
managers forecast who is best for job. Some managers use
personality test scores to better understand and more
effectively manage the people who work for them.

12.  BOOKS:
 Psychological Testing by Anne Anastasi and Susana Urbina

 Organizational Behavior by Stephen P. Robbins, Timothy A.
Judge and Neharika Vohra.
 WEBSITES:
 Businessdictionary.com
 Managementstudyguide.com
 Simplypsychology.com
 Businessonmain.com
 Studyrays.com
 About.com
 Wikipedia
 Slidesshare.com