The Impact Of Human Resource Information Systems

The Jung Career Test was a series of questions that produced a 4-letter type formula that determined the strengths that oversee my personality type. In addition, the Jung Career Test allowed me to understand communication and learning styles that would help me uncover careers and occupations that were most fit my personality type. According to the Carl Jung’s and Isabel Briggs Myers’ typology, my 4-letter type formula is ENFJ, which results in extravert (53%), intuitive (3%), feeling (19%), and judging (22%). I have a moderate preference of extraversion over introversion with marginal or no preference of intuition over sensing. In addition, I have a slight preference of feeling over thinking, with a slight preference of judging over perceiving.

Unfortunately, many employers have two avenues in the realm of privacy issues in which they can legally and “morally” use personality tests. “It should be noted, however, that two defense are available for employers in actions for invasion of privacy. The first is when the applicant or employee consents to the use of personality testing. The second is when the employer can show qualified privilege, meaning that testing results were disclosed as a necessity of making a job-related decision.” (Mello, 625) In many cases, these two options apply and privacy laws cannot restrict an employer from exercising such testing in the workplace or in the hiring and firing process because personalities are not a protect class under Title VII. Therefore, the next question is to determine if the action by the employer to use personality testing and emotional intelligence results is a good workplace ethic and if there are any employee ramifications for partaking in the activity.

The purpose of this paper is to analyze the results of my Humanmetrics Jung Typology Test. With knowledge of my personality type I explain what I learned from these tests with examples from the book Type Talk at Work. The first part of the discussion explains each letter in the INTJ personality and an overall description of how the different parts of the personality work together. The second part of the discussion talks about lessons learned from using the personality tests. This part discusses what I learned about myself that could make me a better employee and what I learned about these personality tests that could make me a better employee. What is learned is supported with the material from the book Type Talk at Work. Throughout the paper there are examples on how this information can lead to improvements in relationships, improvements to yourself, and improvements to those

Myers-Briggs is a method used like a compass, which can give you some sense of direction as to the type of personality traits you contain within yourself. Plus, gives you an idea as to what career is most suitable or at best a profession that may be a desirable choice you may find happiness in. Giving that Carl Jung a psychiatrist, partial credit for identifying some personality types as to why individuals choose to do things in a particular manner. It’s has been recognized that Mr. Jung established the theory of the extroverted and introverted personality, archetypes, and the collective unconscious.

Jung typology test has become something that organizations have been using in order to assist with determining the different personality types where individuals are concerned. While this is not the first time I have engaged in this kind of personality assessment, there is a welcomed refreshment to be reminded about who I am. The results from the human-metrics typology test by Jung revealed that I am the INTJ type. In breaking down the letters and the categories this is the result.

Businesses have to be very careful with the tests that they administer. Pre-employment screenings have gained a lot of scrutiny in the public over whether the test is considered unfair and biased. Tests are subject to two distinct forms of bias. There is a measurement bias. This happens when individuals from different subpopulations receive lower scores then what was predicted. The second form is the relational bias. This occurs if there is a measure differs across groups. According to Drasgow (1987), there is little evidence found regarding relational bias. Administering tests that show high face validity can help a business during these situations. Also, the point of the assessment is to predict job performance after the applicant is hired.

Employers that use hiring test must ensure the test is job related and consistent with business necessity as required under the Equal Employment Opportunity Commission’s Uniform Guidelines on Employee Selection Procedures (UGESP) (Maurer, R., 2016). These regulations govern how an organization uses such assessments as a way to discriminate against a potential employee’s race, religion, sex, national origin, disability, and age. The Equal Employment Opportunity Commission (EEOC) has laws that prohibit employers from discriminating against potential employees (Insureon Blog.,

I think that selection assessments are a great tool for a company to hire someone or not because it shows their intelligence. Even with the many study aids to help make a good score, it demonstrates if the individual has a good work ethic or not. For instance, a person that spent a lot of time to devote to studying to pass the assessment in order to get a job shows that they are dedicated. I believe that this types of tests, even with all the resources we have today, are still a good indicator because it determines if individuals are hard workers or not.

Finding the best people to work in organizations has peaked over time due to many companies downsizing (Frankenfield, & Kleiner, 2000). For this reason, most organizations are no longer exclusively relying on interviews in the screening process of new employees. The purpose of pre-employment testing is to aid in predicting future behavior (Bloomquist, & Kleiner, 2000). The use of employment testing has increased over time in order to find and hire the best employee.

This essay, that I'm writing it's about my weaknesses and my strengths of soft skills to this day a hundred percent employers when they do the hiring wants to make sure that you know the soft skills of being an employee so this is why I'm writing this essay to let people know my weaknesses and my strength on soft skills call the sis why I'm writing this essay about soft skills and employees that when they do interviews that's one of the big things they look at communication as one of the soft skills so When each employee understands their role and strengths they are able to produce quality work Because they know they are not alone in their quest for a successful outcome. Another benefit from each employee knowing their strengths and roles in a project is that the project can be this essay, that I'm writing it's about my weaknesses and my strengths of soft skills to this day a hundred percent employers when they do the hiring wants to make sure that you know the soft skills of being

Each of the 16 personality types provides insight into the expressiveness of an individual and identifies core characteristics. This identification can help in establishing an association between personality type and occupational interests—for instance, those described as ENFJ (Extraverted, Intuitive, Feeling, Judging) are regarded as having “tremendous entrepreneurial abilities” (Humanmetrics, 2016). Administered in combination with a career assessment such as the O*Net Interest Profiler, the Jung Typology Test can help to form a correlation between this type of described occupational characteristic and career-related

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Taking the Jungo Typology test formulates and combines the measures of the four criteria preferences. My personality type was determined and used to gain an understanding of myself and my personality traits that will impact my likeliness to succeed in life. My results of the typology test stated the individual preferences in four dimensions characterizes my personality type:

Previous research has examined selection officials ' use and perceptions of various types of pre-employment tests used to measure a variety of constructs. Researchers have also examined factors likely to contribute to selection officials ' choice to use a particular test.

Soft skills are skills that can benefit anyone in any field or profession. Improving these skills can help you become better in your profession and can also make you a better person. Simple skills such as communication skills, observation skills and team work. All three of these skills will help newly graduates become better at his or her job, specifically, physical therapy. In physical therapy, these three skills work in unison to make the physical therapist better assess their