Study Of Effectiveness Of The Human Behaviour Assessment

Tools In Candidate Selection Process In Telecom Sector In

Mumbai Metropolitan Region

Dissertation submitted to the Padmashree Dr. D. Y. Patil University,

Navi Mumbai

Department of Business Management

In partial fulfillment of the requirements for the award of the degree of

Master of Philosophy (M. Phil), Business Management

Submitted by

Mr. BHUPESH KUMAR RAMASHANKAR SINGH

Enrollment Number: DYP - M. Phil - 106110001

Research Guide

Professor Dr. PRADIP MANJREKAR

Dean

Padmashree Dr. D. Y. Patil University,

Department of Business Management, CBD Belapur, Navi Mumbai, 400 614

January, 2013

Study Of Effectiveness Of The Human Behaviour

Assessment Tools In Candidate Selection Process In

Telecom Sector In Mumbai Metropolitan Region

Declaration

I hereby declare that the dissertation entitled “Study Of Effectiveness Of The

Human Behaviour Assessment Tools In Candidate Selection Process In

Telecom Sector In Mumbai Metropolitan Region” submitted for the Master of

Philosophy degree at Padmashree Dr. D. Y. Patil University, Navi Mumbai,

Department of Business Management is my original work and the dissertation

has not formed the basis for the award of any degree, associateship, fellowship

or any other similar title to the best of my knowledge.

Place: Navi Mumbai

Date:

Signature of the Signature of the Signature of the

Guide Head of the Dept. Student

Certificate

This is to certify that the dissertation entitled “Study Of Effectiveness Of The

Human Behaviour Assessment Tools In Candidate Selection Process In

Telecom Sector In Mumbai Metropolitan Region” is a bona fide research work

carried out by Mr. Bhupesh Kumar Ramashankar Singh, student of M. Phil, at

Padmashree Dr. D. Y. Patil University, Navi Mumbai, Department of Business

Management, in partial fulfillment of the requirements for the award of the degree

of Master of Philosophy in Business Management and that the dissertation has

not formed the basis for the award previously of any degree, diploma,

associateship, fellowship or any other similar title.

Place: Navi Mumbai

Date:

Signature of the Guide: Signature of the Director &

Head of the Department:

Acknowledgments

I am grateful to the Padmashree Dr. D.Y. Patil University, Department of

Business Management, which has accepted me for the M. Phil program and

provided me with an excellent opportunity to carry out this research project. I

would like to express my sincere thanks to my guide Professor Dr. Pradip

Manjrekar, Dean - Department of Business Management, Padmashree Dr. D. Y.

Patil University, who took all the responsibility as a guide to get me this research

topic well understood and develop the background for this study and finally gave

a shape to my research project. I would like to thank the Director & Head of the

Department of Business Management, Professor Dr. R. Gopal, who has been a

perpetual source of information and offered valuable suggestions to improve my

M. Phil. dissertation work. I wish to express my gratitude to various people from

telecom sector for providing me valuable information. I am also thankful to my

well - wishers Ms. Deepa Chatterjee, Dr. Maninder Singh Khalsa, Mr. Shubhendu

Kumar, Mr. Rajesh Vaze, Mrs. Tapasya Lade, Mr. Iqbal Khan, Mr. Ajay Saraf and

Dr. Dhananjay. B. Bagul for their valuable support. Last but not the least, I pay

my deep regards to my entire family and the supreme power, without whom I

would not have been able to complete this research project. Thanks to one and

all…

BHUPESH KUMAR RAMASHANKAR SINGH

TABLE OF CONTENTS

CH.

NO. PARTICULARS

PAGE

NO.

List of Tables

i

Abbreviations

ii

Executive summary

iii

1 Introduction 1

2 Literature Review 32

3 Objectives & Research Methodology 50

4 Data Analysis 62

5 Results and Discussions 79

6 Conclusions 83

7 Recommendations 86

8 Bibliography 91

Annexures 129

i

List of Tables

Sr. No. Title Page No.

1 Distribution of sample gender wise 65

2 Distribution of sample age wise 66

3 Distribution of sample management level wise 67

4

Usage of Human Behaviour Assessment Tools in

candidate selection process 69

5

Usage of Human Behaviour Assessment Tool „A‟ in

candidate selection process 70

6 Summary of Outcomes of Objectives 82

ii

List of Abbreviations

BASC Behavior Assessment Scale for Children

BC Behavior Complexity

BRP Behavior Rating Profile

CBCL Child Behavior Checklist

CC Cognitive Complexity

CGI Conner‟s Global Index

CRS Conner‟s Rating Scale

DBMS Database Management System

DISC Dominance Influence Steadiness Compliance

HR Human Resource

OPQ The Occupational Personality Questionnaire

OTP Organisation Task Person

PDDBI Pervasive Developmental Disorder Behavior Inventory

PPA Personal Profile Analysis

TCG Taiwan Coast Guard

TNA Training Needs Assessment

WB5P WorkPlace Big Five Profile

NTP National Telecom Policy

iii

Executive Summary

Industry Snapshot:

Indian Telecom Sector –

“Major sectors of telecommunication industry in India are telephony, internet and

broadcasting. Indian telecom industry underwent a high pace of market

liberalization and growth since 1990s and now has become the world's most

competitive and one of the fastest growing telecom markets. The Industry has

grown over twenty times in just ten years, from under 37 million subscribers in

the year 2001 to over 846 million subscribers in the year 2011. India has

the mobile phone user base with over 929.37 million users as of May 2012. It has

the internet user-base with over 137 million as of June 2012.

The total revenue of the Indian telecom sector grew by 7% to

283,207 crore (US$51.54 billion) for 2010–11 financial year, while revenues

from telecom equipment segment stood at 117,039 crore (US$21.3 billion).

Telecommunication has supported the socioeconomic development of India and

has played a significant role to narrow down the rural-urban digital divide to some

iv

extent. It also has helped to increase the transparency of governance with the

introduction of e-governance in India.

India is divided into 22 telecom circles: India has the fastest growing telecom

network in the world with its high population and development

potential. Airtel, Idea, Reliance, Tata DoCoMo, BSNL, Aircel, Tata Indicom,

Vodafone, MTNL, and Loop Mobile are amongst the major operators in India.

The Telecom Regulatory Authority of India was established on 20 February 1997

by an act of parliament called „Telecom Regulatory Authority of India Act 1997‟.”

(Source: http://en.wikipedia.org/wiki/Communications_in_India) (Extracted on:

28th December, 2012)

(Source: http://www.wikipedia.org/)

Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for

dissertation purpose) was kept as a benchmark to see the number of

organizations in the same industry involved in using the test and if any other test

is in practice. If yes then what is the feasibility of it.

Several Personality / Psychometric Tests are available. For e.g.

Thomas Personal Profile Analysis

v

The Winslow Applicant Selection Program

The Occupant Personality Questionnaire

Birkman Method

The Human Synergistics Circumplex

WorkPlace Big Five Profile

DISC Assessment.

Human Behaviour Assessment Tool „A‟ was selected for the study. The Human

Behaviour Assessment Tool „A‟ was used, as it has several advantages which

are beneficial to the organization from business point of view:

It helps the organization in various HR areas like Recruitment, Training and

Development, etc. It takes less time to complete. It provides a personality

assessment report for a person which can be very useful for the organization.

The study specifies the effectiveness of this test in candidate selection process

across all levels of organization. The tests were initiated during an organizational

training program. The results obtained and the personality sketched by the help

of this test really proved to be a boon for the organization.

vi

Thus the glimpse of the Telecom sector was taken in to consideration to get a fair

idea about the practices followed in the very industry. Also, internet and training

workshops on Human Behaviour Assessment Tool „A‟ (considering a hypothetical

name for dissertation purpose) conducted in a telecom based company have

been very useful sources of knowledge and inspiration for this study /

dissertation.

The objectives of the study are:

To study the effectiveness of Human Behaviour Assessment Tools in

candidate selection process.

To find the most preferred Human Behaviour Assessment Tool in

selection process by HR professionals.

To find the usage of Human Behaviour Assessment Tool „A‟ by the HR

professionals.

To assess the utility of Human Behaviour Assessment Tool „A‟ in various

HR processes across all levels in the organization.

In quantitative research technique, survey method was used as data was

collected through the use of questionnaires, (forced-choice questions). Out of the

vii

two techniques in survey method, Cross-Sectional Survey was used to gather

information on a population at a single point in time through a questionnaire that

collected data on percentage utility.

Sampling Considerations and Sampling Plan: Sampling unit - Mumbai

Metropolitan Region, Maharashtra, Source list - Telecom companies, Sample

size - 27, Type of Sampling - Stratified Random sampling.

Data Collection Techniques: Primary data – Responses of the HR professionals

of Telecom industry was taken.

Research Instruments used: Questionnaire– Structured, Preparation of the

questionnaire (Closed ended), Administering questionnaire for dedicated HR

personnel, Telecom sector.

Data Analysis - The data has been analyzed by using Microsoft Office tool. The

calculated value has been computed by using the statistical tool package SPSS

(Statistical Package for Social Sciences), version 18. To test the validity of the

sample, t - test is used as the sample size is less than 30, and the variation is

seen in the sample mean to population mean, hence mean of the sample is

calculated. To test the fitness of the sample out of the whole population, the

standard deviation is calculated to see the amount and extension of variance

from the mean sample.

viii

The conclusions of the study are:

Human Behaviour Assessment Tools are lesser used in the selection

processes by the HR professionals.

Human Behaviour Assessment Tool „A‟ is the unmost preferred tool used

for human behavior assessment by the HR professionals.

Human Behaviour Assessment Tool „A‟ is unused in various HR

processes across all levels in the organization.

While Human Behaviour Assessment Tools are very useful in judging the

behaviour of a candidate or an employee for an organization, there can be some

related limitations when considered on practical aspects which are as follows:

It might be a costly affair to incur cost per candidate or employee for

carrying out the exercise. Mostly in small firms, there might be no

dedicated HR function to highlight the importance of such human

behavioral measurement tools. In medium sized organizations, it might be

difficult for the HR function / Head to convince the management to

approve a budget on the usage of such tools at various stages involved in

the appointment of a candidate or an existing employee in the

ix

organization. However, if the utility of such tools is projected in an effective

way to the management with examples that how such tools can be useful

right from the entry of an employee to overall development of the

employee in the organization, then the probability of getting an approval

on the budget for the same becomes high.

Human behavioral graph might vary subject to variance in the personal

and professional situation in one‟s life from time to time.

Even if such a tool is used by HR, there might be a risk in the

interpretation or analysis of the results, if an authorized person having

related expertise is not available for guidance.

Sometimes it might so happen that while recruitment for a particular

position there might not be multiple suitable candidates available on whom

the assessments can be applied and accordingly candidate with the most

suitable results are shortlisted / finalized. Some positions might be too

critical to be filled with a top urgency. In such situation, waiting for a

comparative analysis between multiple candidates on the basis of such

tools might prove time consuming which might effect business.

x

Sometimes business / teeth functions might not understand the

seriousness of such assessment tools and it can lead to an argument

between Business function and HR function while finalizing a candidate.

It is important that assessees are given proper instructions while

attempting for such tests, otherwise it might lead to improper or invalid

results / outcome.

If Job Analysis is not carried out properly, it might lead to an improper or

inaccurate correlation with the assessment results.

1

CHAPTER 1

INTRODUCTION

2

CHAPTER 1

INTRODUCTION

Human Behaviour is an interesting topic and Human Behaviour at Workplace is

even more interesting. Human Behaviour Assessment Tools are well known in

analyzing human behaviour of a candidate / employee by the HR professionals of

organizations belonging to any sector.

The basic purpose of these Human Behavior Assessment Tools is to assess the

stability of an individual‟s behavioral performance under various situations. They

are useful to judge the stability or suitability of a person for handling any

responsible or important position in the organization. These psychometric tests

help the organization in the selection of a candidate who will best fit a particular

job profile.

The study on Human Behaviour Assessment Tool „A‟ (considering a hypothetical

name for dissertation purpose) was done in an organizational training program

and the benefits of this test came into picture. Honestly, the assessment results

were found to be appropriate. Hence, it resulted in the “Study Of Effectiveness Of

The Human Behavioural Assessment Tools In Candidate Selection Process In

Telecom Sector In Mumbai Metropolitan Region”.

3

On correlating the assessment results obtained after being assessed by Human

Behaviour Assessment Tool „A‟ (considering a hypothetical name for dissertation

purpose) with the actual personality of Mr. „B‟ (considering a hypothetical name

for dissertation purpose), it was found that the following behavioural / personality

factors reported were appropriate which created the curiosity for a further related

study or analysis:

Approach towards problem resolution

Creativity

Decision making ability

Attitude

Result Orientation

As viewed by others

Motivation

Professional / Job Preferences

Performance in stressed / difficult situations

Work Environment Suitability

Managing People / Team

Boss / Reporting Manager Preferences

4

Any current behavioural worry factors

Correlation of the sample assessment results obtained after being assessed by

Human Behaviour Assessment Tool „A‟ with the actual personality of Mr. „B‟ is as

given below:

1) Sample Assessment Result - Systematic and Logical

Correlation with the actual personality by Mr. „B‟ –

In my personal as well as professional life, I always try to use a systematic and

logical approach in order to study any problem in my day to day life. I have found

that without being systematic and logical, it is very difficult to find a solution for

any problem.

However, by being systematic and keeping a logical approach, though it might

take some time to reach to the root cause of the problem, it becomes very easy

to understand the cause and depth of the problem and then accordingly by

applying proper logic, an appropriate solution can be worked out in order to

resolve the problem after exploring all the possible avenues for the solution.

5

I do not mind or hesitate in consulting experienced and senior people or my

friends to take their help on any particular issue which I myself find it difficult to

handle or resolve.

This approach has actually helped me in making several important decisions in

my life such as academic specialization decisions and also decisions related to

my professional life.

2) Sample Assessment Result - Different and Creative

Correlation with the actual personality by Mr. „B‟ –

Right from my childhood, I have been creative.

For example, I have created crosswords for many newspapers and also for a

corporate. I have written songs and poetries. I have created newsletter for my

organization. Also, I have prepared Functional Training Module for my company

which was useful in imparting training to the employees playing important

managerial roles. I have prepared various kind of analysis which was helpful to

the Functional Head of the organization in preparing various reports and reaching

to various conclusions.

6

I find real joy and satisfaction in being creative and also it always helps in

enhancing the thought process.

I also enjoy in becoming an audience to the creations of other people which

actually inspires me from within and helps me in leading to my own creations.

I have realized that creation is my passion and gives me immense pleasure, joy

and satisfaction.

3) Sample Assessment Result - Able to resolve problems and make

decisions. Likes to do things quickly.

Correlation with the actual personality by Mr. „B‟ –

Yes, I definitely have the ability to resolve the problems. I agree that sometimes I

face problems in making decisions whether it is related to personal or

professional life. However, whenever I face any problem in making any decision

upfront, then I try my level best to collect all the related facts and information

from various sources.

And, once I am in the possession of all the facts and information, which are

required to form the base for making the decision, I can make a clear decision.

7

Before taking steps or measures for reducing the attrition rate in my business

unit, a detailed study was done on the comments given by the ex – employees in

their exit interviews.

This helped us to understand various reasons like work pressure, health related

reasons, boss related issues, promotion related issues, salary related concerns,

lucrative offers from the competitors, etc. On the basis of such reasons, common

causes were highlighted and worked upon with the support of management.

Thus, by carrying out this base information finding exercise, at least it became

possible to make an attempt to work out some feasible and possible strategies in

order to stop the good performers from leaving the organization and losing them

to our competitors. Also, this activity was done on as soon as possible basis.

4) Sample Assessment Result - Perfectionist, Occasional assistance

required

Correlation with the actual personality by Mr. „B‟ -

I like to do things with perfection without which I don‟t get satisfaction of the work

done. So, perfection is actually a habit. Hence, at times I have to take assistance

from other concerned people or superiors in bringing a task or project to the

stage of completion.

8

Finalizing the Manpower Dimensioning of the business unit was not so easy.

There were a lot of factors which needed to be taken into consideration while

finalizing the figures for the Manpower Dimension. On some points, there was

confusion due to different view points of the matrix and direct bosses.

At that time, keeping in mind the guidelines given by the function, I had a joint

meeting with both the bosses and then accordingly, we reached to a conclusion

on the basis of which the figures for the Manpower Dimension were freezed.

So, instead of making a decision based on incomplete or little knowledge, I prefer

to be double sure before I go ahead and make a decision because the results will

be based on the decision I make.

5) Sample Assessment Result - Restless to achieve results, Hard

worker

Correlation with the actual personality by Mr. „B‟ –

I am a very ambitious person and try to make my things right. Basically, I am

very restless when it comes to achieving results.

While handling a HR Generalist profile, I was responsible for all the areas

included in the HR function for the set of employees assigned; like Training and

9

Development, Employee Engagement, Employee Relations, Performance

Management System, Talent Acquisition, Administration, and other related

activities. It was actually a very challenging job.

I am basically a very hard working person. In order to deliver an excellent

performance and to achieve desired results, I end up working for extended hours.

While leaving from office, I should have a feeling or a sense of satisfaction that I

have given my best for the day and should feel prepared to come the next day to

the office.

There were various kind of urgent analysis work to be done and given to my boss

the very next day. In order to complete that assignment, I had to work for

extended hours. But I have seen that working hard proved to be fruitful. The hard

work was recognized by the organization and it resulted in various rewards.

6) Sample Assessment Result – Self-Starter, Direct and Demanding

Correlation with the actual personality by Mr. „B‟ –

I don‟t like talking indirectly. I am a very straight forward person. Hence people

normally find me blunt and direct.

10

As, I would like to prefer perfection in a job, it requires lot of information and

details to have a strong base so that a perfect analysis or a job can be done. In

order to find details, first, I try my level best on my own.

Also, there was an Admin person reporting to me from whom I used to take help

in getting any detailed information related to his work area.

Sometimes, he got frustrated because of the detail finding exercise, but later on

he used to realize that it actually helped us in achieving our desired results and

made our work easier.

I always maintain the records and keep on updating them as soon as there are

any changes in the same. By doing this, I have found that whenever, I require to

access those records, they are already updated and again and again it is not

required to go back and search for the past details.

Thus, as far as detailed information or records are concerned, I like to be

proactive and keep myself updated so that whenever they are required, I can get

them easily.

7) Sample Assessment Result - Individualist, operating in a

specialized area. Motivation from freedom to explore and authority

to make decisions.

11

Correlation with the actual personality by Mr. „B‟ –

I pursue thoughts or actions independently. I usually like to work in a specialized

area or field which requires the expertise of a specialist. I preferred working in the

specialized function of HR.

I would like to be self motivated and that would come if I am given the freedom to

explore things and to re – verity the information. I was self – motivated when I

was involved in various work related to maintenance of important MIS, various

other budget and audit related assignments.

I would be more excited and motivated if I am given the power and authority to

make decisions. Based on my performance, I was given the power to make

budgets and design strategies subject to the approval of the higher ups.

(Source of sample assessment results: Training workshop on Human Behaviour

Assessment Tool „A‟ conducted in a telecom based company, Mumbai, Year

2012)

Thus, the above correlation of the sample assessment results with the actual

personality of Mr. „B‟ shows that the results were appropriate.

12

Some Personality / Psychometric Testing Tools:

The Winslow Applicant Selection Program

“The Winslow Research Institute‟s unique Winslow Applicant Selection Program,

is an Internet-based system to measure the personality, behavior and attitudes of

applicants for positions.”

(Source: http://www.google.co.in/) (Extracted on 27th December, 2012)

The Occupational Personality Questionnaire (OPQ)

“The OPQ (Occupational Personality Questionnaire) was launched by, Saville

and Holdsworth Ltd. (SHL) in 1984.”

(Source: http://en.wikipedia.org/wiki/OPQ) (Extracted on 9th December, 2012)

(Source: http://www.wikipedia.org/)

Birkman Method:

“Roger Birkman, an American psychologist is the creator of The Birkman Method,

a workplace psychological assessment.

13

The Birkman Method attempts to analyze and describe individual needs that

drive and motivate workplace behaviour.”

(Source: http://en.wikipedia.org/wiki/Roger_Birkman) (Extracted on 27th

December, 2012)

(Source: http://www.wikipedia.org/)

The Human Synergistics Circumplex

“Research and development by Robert A. Cooke, Ph.D. & J. Clayton Lafferty,

Ph.D. It brings together twelve styles of thinking.”

(Source: http://www.google.co.in/) (Extracted on 27th December, 2012)

WorkPlace Big Five Profile

“WorkPlace Big Five Profile has been developed by Dr. Pierce Howard and Jane

Howard.

The WorkPlace Big Five Profile 4.0 is a personality assessment based on

the Five-Factor Model of Personality.”

(Source: http://www.google.co.in/) (Extracted on 27th December, 2012)

DISC Assessment

14

“DISC assessment is based on the DISC personality theory of

psychologist William Marston. Marston's theory centers around four different

personality traits: Dominance, Inducement, Submission, and Compliance.

This theory was then developed into a personality assessment tool by industrial

psychologist Walter Vernon Clarke (July 26, 1905 - Jan. 1, 1978).

The version used today was developed from the original assessment by John

Geier , who simplified the test for better, more concise results.”

(Source: http://en.wikipedia.org/wiki/DISC_assessment) (Extracted on 8th

December, 2012)

(Source: http://www.wikipedia.org/)

Thomas Personal Profile Analysis:

“In the late 1950s and early 1960s, Dr. Thomas Hendrickson of TM Hendrickson

and Associates, developed Marston‟s insights further to produce the Thomas

Personal Profile Analysis for the work place.”

(Source:

http://en.wikipedia.org/wiki/Thomas_Personal_Profile_Analysis_(PPA)#The_The

ory_behind_Thomas_PPA) (Extracted on 8th December, 2012)

(Source: http://www.wikipedia.org/)

15

Human Resource Management studies are very interesting and the field is a

career of choice for many aspirants. It covers many subjects / topics related to

Training and Development, Compensation and Benefits, Labour Laws,

Performance Management System, etc. Some of the latest organizational HR

areas include Change Management, Employee Engagement, Employee

Retention, etc.

There are rewarding, challenging and responsible top positions like Chief People

Officer in organizations. There is a lot of scope in the HR field. Organizations

want to retain their good performers.

Human Behaviour Assessments can prove to be very useful to the organizations

in various areas such as Talent Acquisition, Learning and Development,

Performance Management System, etc.

Some of the famous institutes conducting courses on Human Resource

Management are:

TISS (Tata Institute of Social Sciences), Mumbai

XLRI (Xavier Labour Relations Institute), Jamshedpur

SCMHRD (Symbiosis Centre for Management and Human Resource

Development), Pune

16

For example, an organization wanting to hire a sales person, would like to look

for a person having some of the following characteristics / qualities:

Like to interact with people

Strive hard to sell the product

Able to convince others

Should not fear rejections

Self – Confident

Self – Starter

Customer oriented approach

Focus on product knowledge

Should like to travel

Should be a good planner

Should not be afraid of targets

Good communication skills

Good in follow ups

Good at maintaining customer relationships

Thus, before hiring the sales person, if the organization gets a personality /

psychometric / behavioural assessment done with the help of a good tool, then

the assessment results might help the organization in judging the behavioural

characteristics of the candidates or applicants. Then, accordingly, the

17

organization can take the decision as to which candidate best fits the projected

sales role provided the candidate meets all other selection criteria.

When I remember an engineer becoming the Chief People Officer of an

organization, I remember some of the characteristics / qualities as mentioned

below:

Intellectual

Hard Worker

Analytical

Transparent

Positive and Learning Attitude

Strategic

Result Oriented

Inspiring Personality

Effective Communicator

Perfectionist

Friendly

Career Oriented

Leader

Polite and Soft - Spoken

Detail Oriented

Self – Starter

18

Visionary

Team Oriented and Talent Identifier

Caring

When I remember an engineer not taking up a job and trying to set up his

own Petrochemical company, I remember some of the characteristics /

qualities as mentioned below:

Dynamic and Ambitious

Alert

Prompt

Active

Passionate

Disciplined

Proactive

Opportunistic

Try and try till you succeed

Risk Taker

Thinking Big

High level of patience

Dedication

Devotion

19

Good at numbers and Sharp Minded

Good at making and keeping friendships

Presentable and Helpful

When I remember an engineer becoming a Writer, I remember some of

the characteristics / qualities as mentioned below:

Creative

Thoughtful

Artistic

Imaginative

Passionate

High Level of Patience

Quality Oriented

Audience Oriented

Good Reader

Expressive

Simplicity

It was very interesting discussing this topic of Human Behaviour Assessments

with some professionals. I am thankful to all of them for sharing there valuable

thoughts and views which are given in the following pages…

20

“If Human Behavioural tests are attempted genuinely and

honestly, then the outcome will be good. Organizations

should not conduct these tests just for formality. They should

try to utilize the human behavioural assessment results in an

effective way. In a job interview, when I was asked to rate

myself on a scale of 1 to 10 for the already explained job, I

rated myself as 7. When the interviewers asked me the

reason for not rating myself more than 7, I replied saying that

the remaining points I have kept for my learning and

development purpose. I got the job offer from that

organization.”

- K. Kshatriya, Logistics Professional

Contd…

21

“Psychometric / Human Behaviour tests can be useful to the

organizations. The Management can come to know about

the behaviour of a candidate or an employee so that it can

manage different people in different ways. Such tests should

be made a part of the employee Counseling process so that

a better and effective counseling can be done. Betterment

areas can be identified and Behavioural Trainings can be

imparted on the basis of such tests. They should be

preferably made a part of the Selection process considering

the time factor which will help the organization in judging a

person. If an unsuitable person comes in a particular role,

then it might be a loss for the company.”

- R. Datta, HR Professional

Contd…

22

“Psychometric / Human Behaviour / Personality tests offers

an excellent mechanism to understand people and their

personality traits like Leadership Style, People Management,

Interpersonal Skills, Personal Qualities, etc. However, one

must not rely entirely on the results or the reports of such

tests. One should clearly use Behavioural Event interviews

along with the test reports to arrive at any decision or

judgment about a person. These tests can be useful in

various processes like Recruitment, Performance

Appraisals, Restructuring, etc. They can help in the fitment

of an individual in a particular role”

- S. Bharne, HR Professional

Contd…

23

“Psychometric tests should be conducted by the

organizations. It is important for the organization to know the

behaviour of a person. There should be reviews based on

them. Accordingly, trainings can be provided. Such tests

help in knowing whether a person is suitable for a particular

role. They can help in many ways. They can be useful for

Job Rotations. They can help in knowing whether a

particular person is adaptable.”

- A. Thakur, Marketing Professional

Contd…

24

“It is difficult to predict the human behaviour / human

psychology. It is difficult to predict the reaction of people in

various situations. Psychometric tests can be of good use if

they can be used to check the managerial skills and team

orientation of people. It would be interesting to get into the

greater details of such tests.”

- I. Damad, HR Professional

Contd…

25

“There is a need for the use of the Psychometric tests by the

organizations. They can be used to check the behavioural

qualities of a candidate. They can be used to check the

attitude of a candidate. They can be very helpful for the

Recruitment process of an organization.”

- T. Banerjee, HR Professional

Contd…

26

“Human Behaviour tests are really good and helpful. They

should be used by the organizations. They help us in judging

ourselves as an individual. They help in the Personality

Development. They can help us in identifying our weak

behavioural areas and thus improving upon them. They

should be used by us for our personality improvement which

can thus help us in our career and profession.”

- T. Lade, HR Professional

Contd…

27

“Personality / Psychometric tests should be affordable.

Organizations should not only conduct such tests, but also

carry out the proper related analysis. They can help us in

knowing about people and their mindset. By conducting such

tests, we can know whether a person is suitable for the job

and also know about the person’s temperament.”

- H. S. Sandhu, HR Professional

Contd…

28

“Behavioural tests should be done. Organization can come

to know about a person’s behaviour. Organization can come

to know about a person’s attitude. Fitness of a particular

candidate can be checked for a particular department and

role. For example, in Sales function, aggressive people

might be preferred whereas for a co-ordination job, the

person need not be that aggressive. They can help in

judging the person’s relations with the superiors and peers.

They can help in judging the nature of a person. However,

there should be an evaluator who can evaluate the

assessments / results. It is important that people should

attempt for such tests sincerely so that the accurate results

are obtained.”

- S. Walse, HR Professional

Contd…

29

“Psychometric tests are useful in knowing the personal

behaviour. Knowing behavioural attitude is important.

Working in team is important. People may behave differently

in different conditions. Behaviour tests should be mandatory.

People can easily make decisions in normal situations.

However, it is important to know the decision making skills of

a person in difficult situations. They can benefit the

company.”

- S. Sunny, Technology Professional

Contd…

30

“Human Behavioural Assessments are very useful.

Organizations should use them to evaluate a person’s

behaviour, leadership qualities and behaviour under stress.

Many other behavioural factors can be judged using these

tests. They can be helpful in making hiring decisions

especially for mid level and senior level positions. They can

be useful while promoting people to higher positions to

handle higher responsibilities. There are effective tools

available which functions online and are validated. Reports

are also generated online. Errors are avoided. There are

testing tools whose accuracy level goes beyond 90%.”

- H. Sharma, HR Professional

Contd…

31

“Psychometric tests should be done in order to know about a

person. Role should be considered before conducting such

tests. Tests should be role based. If a candidate is coming

as a team member, then these tests will be helpful in

knowing how good the candidate will fit in the team. If a

candidate is coming in a leadership role, then accordingly a

suitable test should be allotted. Organization should apply

mind on the report or result generated and accordingly the

role should be assigned to the candidate. In interview, it

might be difficult to judge the behaviour of a candidate.

These tests can be more cost effective if multiple accounts

are taken. They are useful for processes like Recruitment,

Promotion, Succession Planning, Job Rotation, etc.”

- P. Goel, HR Professional

32

Chapter 2

Literature Review

33

Chapter 2

Literature Review

The chronological catalogue of all the available resources for the topic Human

Behaviour Assessment Tools and its related and sub topics found around 129

related articles, working and research papers, white papers, write ups and 7

reports. Integrating all the previous research together, it can be inferred that,

mostly the work done so far is related to the generation of idea for need of such a

test, essentially not Human Behaviour Assessment Tool „A‟ (considering a

hypothetical name for dissertation purpose) which can bring accountability and

objectivity to the human behavior analysis during the candidate selection process

across various levels in the organization.

Most of the papers talked about the various psychological and psychometric tests

in practice. Tracing the history, when did it start? How many such similar tests

are available? All such questions were compiled and the answers were found.

The few selected and mentioned articles and studies have made a direct

influence on the study and provided with a conceptual frame work of the present

situation in the Telecom industry.

34

But specifically usage of Human Behaviour Assessment Tools for selection

processes in the telecom industry was not found, and hence became the major

reason of getting the gap in the existing literature.

The research material available either talked of the psychometric tests used for

various HR processes in the organization or various aspects of telecom industry

and HR processes in the organization was studied separately.

Thus the following drafts helped to prepare a conceptual frame work for the study

by matching up the literature gaps:

1. Mello. Jeffrey A, (1996), in the article “Personality tests and Privacy

rights”, drafted for HR Focus significantly stated about the privacy

policies and issues related to personality tests or personality profile tests.

Various cases discussed in this article are related to the privacy infiltration

issues faced by the employees.

The article also takes in to consideration the awards announced by the

state and federal constitution in such cases. It also advocates the law

related to privacy rights of the employees while undergoing any such

personality / profile tests and advances the opinion that there should be

limitations on the information applicants must provide to the employers.

35

2. P. Carlson and F. Makedon, (1996), in the paper “How to Measure the

Behavioral and Cognitive Complexity of Learning Processes in Man-

Machine Systems by Educational Multimedia and Hypermedia”

revealed the connection between measurable variables of human

behavior. Hence, a framework was developed to conceptualize the

measure of behavior complexity in the system complexities. A learning

experiment was carried out to investigate the development of mental

structures. Six subjects were carefully instructed to operate a commercial

database management system (DBMS).

The long-term knowledge about general DBMS - and computer

experience was measured with a questionnaire at the beginning of the

investigation. At the beginning of each of the three individual sessions, the

short-term knowledge about the task and the tool was measured with a

short questionnaire. The Cognitive Complexity (CC) can be derived from

the empirically gained Behavior Complexity (BC).

3. Robin Drummond McClure, (2010), in the dissertation “Developing

core job competencies for payment services roles and associating

them with personality traits using the WorkPlace Big Five Profile”

investigated the tasks and job competencies new staff member training

should focus on to ensure efficiency and proficiency in front- and back-end

operations in Payment Services roles; identify the job competencies that

36

managers and staff members perceive as necessary to perform required

tasks associated with those operational areas; and, determine the traits

most strongly associated with the identified job competencies based on

personality research using the WorkPlace Big Five Profile.

When considering the importance of individual and organizational

congruence, awareness of the expected job competencies can influence

attitude, expectations, and organizational acceptance. Identifying success-

related attitudes and realistic job expectations can enhance new staff

members‟ success and longevity with the organization.

Although the traits appear to match the personalities of the staff members

working in Payment Services, there were no significant correlational

findings regarding the relationship among the Big Five personality traits

and the job competencies derived.

4. Russell Ken and Carter Philip, (2001), included in the book

“Psychometric Testing, 1000 ways to assess your personality.

Creativity, Intelligence and Lateral thinking”, 1000 ways and types of

psychometric tests to analyze human behavior; personality, intelligence

and critical thinking at work place. The psychological testing exists in the

industry since past 30 years, the beginning of 20th century majorly used

for reducing high cost and making wise investments. It is an instrument

37

devised to produce a quantitative assessment of some psychological

attributes; personality, thoughts, aptitude and intelligence.

These tests also help us in assessing the consistency in behavior of any

person during the professional work. Thus the extent of excitement across

various levels of work pressure helps to know the suitability of any

candidate for a specific position.

The book compiles a number of analytical tests which gives a clear

impression to analyze an individual‟s analytical and logical intuitiveness.

5. Hai-Ming Chen and Shu-Tzu Hung, (2012), wrote the paper “The

Utility of O-T-P Model in Taiwan Coast Guard” on identifying the

application of Training Needs Analysis (TNA) to examine public services in

Taiwan. After years of ad hoc training decisions, the TCG attempted to

adopt a more systematic approach to TNA, the Organization-Task-Person

(O-T-P) model and TCG service personnel were surveyed regarding their

perceived training needs required to achieve the following four dimensions

of major organizational core competencies: frequency, importance,

familiarity and urgency. Analysis results revealed highly significant

differences in training needs between military and police in the TCG.

38

The methodology adopted by TCG for TNA has proven effective. Further,

the four indicators applied in this revealed an interesting paradigm which

may encourage the use of similar approaches in other organizations.

6. Kaplan. M. Robert and Saccuzzo. P. Dennis, (2002) in the report

“Psychological Testing: Principles, Applications and Issues” covered

the psychological testing ideas from the most basic to the most complex

ones. It answers all set of questions including how‟s and why‟s for

applying any psychological test in the industry.

The diverse use of test and resulting data and the issues regarding

psychological testing are discussed in this issue. The usage is seen from

World War I, where the concept initiated.

It gives a detailed idea on various principles used in psychological tests in

the industry and the utility of the same.

7. Paul Patrick Gordon Bateson, (2004) stated in the book “Measuring

Behaviour: An Introductory Guide” that the study of behavior is relevant

but intellectually challenging. The book is very helpful to study the

systematic measurements of behavior in contrast with the job pressures.

Measuring behavior is a skill but one which cannot be mastered over

night, the book provided basic knowledge in a succinct and easily

39

understood form, enabling the beginner to start measuring behavior

accurately and reliably.

The method of direct observation was used primarily in the book, which

may not be applicable to advanced academic research.

8. Texas Statewide Leadership for Autism Training Report, (2009),

“Emotional and Behavioral Assessment” assessed that behavioral and

emotional problems are important for developing successful interventions.

Conducting behavioral assessments is one of the most common ways to

measure problem areas for children. Assessment tools, including rating

scales and checklists, measuring behavioral and emotional aspects

should be fully understood by users or interpreters as part of the

evaluation procedure.

Even though various standardized assessments can provide useful

information, the following steps should also be undertaken to identify the

child‟s challenges and to understand the child‟s need:

Review the child‟s records and other related information

Interview various people, including parents and teachers

40

Systematically observe the child across settings

Professionals and others who contribute information about the child, such

as parents or teachers, must have a mutually agreed-upon understanding

of the behaviors or related characteristics that they are rating.

The following tools are commonly used as behavioral / emotional

assessments:

Behavior assessment system for children-second edition (BASC-2)

Behavior rating profile-second edition (BRP-2)

Child behavior checklist (CBCL)

Conners‟ rating scales-revised (CRS-R)

Pervasive developmental disorder behavior inventory (PDDBI)

9. Rust John, (2007), stated in the report “Testing And Assessing

Employees” (Personnel Today, ABI/INFORM Complete pg. 24, May

22, 2007) that Psychometric tests are used in all aspects of HR work,

although they are not a magic bullet. They are part of menu of information

41

sources, such as, Structured Interviews, CVs, Supervisor Ratings and

Appraisal Results which are combined in a right way.

They provide insights into how people work. They can improve the

accuracy of processes that predict a person‟s present and future behavior,

success in a job or knack of learning. These are scientific in nature and a

systematic approach to understand and predict the near future of teams

and groups around.

Recruiting wrong person or selecting wrong person for a responsible job

can cause havoc to a company and hence they may also be equivalent to

heavy losses to the company, thus using a good assessment to analyze

personal behavior enables the companies to ensure profitable business

and long term growth.

RESEARCH GAPS

1. This study gave the base for understanding the issues mainly responsible

for the organizations not to opt for psychometric tests or human behavior

test analysis. Still the specific data regarding the utility in telecom sector

cannot be traced by the article and hence paved a gap to go for the study

of utility of psychometric test in candidate selection in telecom sector.

42

The study also helped in framing the theory of the study as the types of

tests and category of psychometric tests to be applied in the various

candidate selection processes was well elaborated. The recommendations

and precautions mentioned in the study helped to frame the objectives

and limitations of the study which came in to force while researching for

applicability of such tests in telecom sector.

2. The main results are:

(1) the time structure and BC measure different aspects of the learning

process;

(2) the time structure is–overall–positively correlated with BC and

negatively correlated with CC; and

(3) as well the long-term- as the short term knowledge has an increasing

predictive power with the time structure, but not with BC and CC. Hence

the variability in studying the human behavior was assessed.

3. This research has benefited the study by incorporating the values and

beliefs of all trait types in the decision making process and helping staff

members work more effectively together and are more productive. An

43

increased understanding and acceptance of personality characteristics

unique to individual team members was gauged through the study.

Thus the applicability of psychological tests for various candidates‟

personalities and behavior assessments was well connected. The

application of such available sources in telecom sector was the area to be

studied further in connection to this report.

4. Though the book talks of psychometric test in abundance, still no trace of

specific study in Telecom sector or the type of tests used to assess human

behavior was presented in general. The book took into consideration the

general aspects of any psychometric test used in personality assessment

but does not give any clear impression of these tests in HR perspective or

processes.

But the book took into consideration various specialized psychometric

tests used in the telecom industry, though none of them precisely for

candidate selection process but definitely it gave a fair idea and flair of the

HR practices in the telecom industry.

Thus a combination of both the gaps gave a bridge to pave the path of the

study and take through the topic and find the applicability of psychometric

44

tests in selection processes in telecom sector in Mumbai Metropolitan

Region.

5. The aims of this study were the following:

(1) obtain empirical data for the TNA process in a single, specific

government organization;

(2) compare training needs between military and maritime police in TCG;

(3) provide managerial advice for TCG in applying the study results;

(4) demonstrate how the findings of this study can be applied to similar

jobs in other organizations, thus the study established the relation

between empirical study and method of investigating the objectives behind

training needs analysis, a pure HR process. Since nothing as of using any

psychometric test was incorporated, neither the Telecom industry was

given any emphasis, the study was elaborated by researching for usage of

psychometric test analysis; Human Behaviour Assessment Tool „A‟ for

various HR processes in the organization.

45

6. The telecom sector was not detailed in the book, it contained the general

aspects and principles used in the psychological testing in human

behavior in certain conditions and when fall under various circumstances.

The book introduced various statistical analytical tools to measure the

stability of a person‟s character. It also took in to consideration the various

issues that come in to play while going through any such test.

The matter gave a considerable ground for getting into the practical and

tests applied for measuring human behavior.

7. The book basically is a guide to the beginners and not applicable to the

complex systems of appraisal and human behavior analysis in big set up,

like in telecom industry.

Thus the book was very helpful in setting the basic theory and concept of

measuring human behavior in a more objective manner.

But the basic theories and underlying ideas are helpful for academic

research but for higher positions and complex systems, the test has to

have specialized variables and not a generic content.

46

Thus the gap between the generic to specific made to get through the

study of looking at the effectiveness of such systems in selection process.

8. The study helped in devising many ways to resolve the misconceptions

and myth on using psychological tests on any human being.

A Myth: Behavioral and Emotional assessments are not necessary if a

child has already been diagnosed as having autism. Reality: No one set of

interventions works for all behavioral and emotional problems.

Therefore, identifying specific problems in each area in which individuals

with autism might have difficulties is essential to provide appropriate

support. In addition, subscales of various assessments are often useful to

screen for autism when the comprehensive tools are not available.

Different people might have different perspectives on the same person

with AU. However, that does not mean the information is invalid. It is likely

that the individual with AU responds differently in various settings because

of the level of structure, variety of activities, and supports available.

Therefore, strategies to address behavioral and emotional problems must

match individual needs in specific settings with specific activities was

justified.

47

9. Professionally as a part of organization, selecting and opting for

psychometric test analysis increases the probability of selecting the right

candidate and hence making justifiable decisions for a particular post and

designation to responsibilities.

Developing existing employees is a less expensive and risk taking job

than selecting any one from outside, hence it is a preferred way of

assessing the strengths and weaknesses of the fit as well as individual

employees.

Where interpersonal issues are key to underperformance, test results

provide a platform for discussion and further improvement in the ongoing

tricky personnel processes, thus the issues of to test or not to test are

covered and better tests for various levels of HR processes could be

defined became the objective of the study.

The chronological catalogue of all the available resources for the topic and its

related sub topics found around related articles, working and research papers,

white papers, write ups and reports, integrating all the previous research

together, it can be inferred that, mostly the work done so far is related to the

generation of idea for need of such research gaps.

48

The study includes impressions and data from various sources and

interpretations of various papers altogether from all possible areas covering the

telecom sector in Mumbai Metropolitan Region about the status of inception and

acceptance of the Human Behaviour Assessment Tools for candidate selection;

especially Human Behaviour Assessment Tool „A‟ (considering a hypothetical

name for dissertation purpose).

Thus the scanning of literature available has given a wider scope to talk about

the following perspectives:

Mostly the available literature talks of the psychometric tests in use in

general.

The psychometric tests in practice are mostly to check the aptitude of the

candidates to be incepted at the initial level.

No sufficient information was found for telecom sector and practices in the

industry.

There is a scope for a more exposure of the Human Behaviour

Assessment Tools in the Indian scenario.

49

There is a scope for providing a more detailed option related to Human

Behaviour Assessment Tools for gauging human behavior in the work

place.

The utility of these tests / assessments across various levels of

organization was also not seen.

50

Chapter 3

Objectives & Research Methodology

51

Chapter 3

Objectives & Research Methodology

Objectives:

Based on the gaps as found during the course of the research, various sub

statements were framed as problem statements which resulted in framing the

objectives of the study:

To study the effectiveness of Human Behaviour Assessment Tools in

candidate selection process.

To find the most preferred Human Behaviour Assessment Tool in

selection process by HR professionals.

To find the usage of Human Behaviour Assessment Tool „A‟ (considering

a hypothetical name for dissertation purpose) by the HR professionals.

To assess the utility of Human Behaviour Assessment Tool „A‟

(considering a hypothetical name for dissertation purpose) in various HR

processes across all levels in the organization.

Based on the above, the following hypotheses are formulated:

52

Hypothesis 1:

H01: Human Behaviour Assessment Tools are not lesser used in the selection

processes by the HR professionals.

H11: Human Behaviour Assessment Tools are lesser used in the selection

processes by the HR professionals.

Hypothesis 2:

H02: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for

dissertation purpose) is not the unmost preferred tool by the HR professionals.

H12: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for

dissertation purpose) is the unmost preferred tool by the HR professionals.

Hypothesis 3:

H03: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for

dissertation purpose) is not unused in various HR processes across all levels in

the organization.

53

H13: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for

dissertation purpose) is unused in various HR processes across all levels in the

organization.

Research Methodology:

After the identification of gaps and finalization of research objectives, a

questionnaire was prepared and a pilot study was conducted and HR

professionals from few companies from telecom industry were interviewed to get

an initial opinion as to what factors to be taken into consideration for conducting

the study.

Later the information garnered from the pilot scale study and the findings from

the literature review were used to prepare a final questionnaire to be used for the

purpose of the research study.

The companies covered were vendors, service providers to infrastructure support

providing companies for Telecom industry, thus giving an overall perspective of

utility of conducting such human behavior analysis tests in the respective

industry.

54

Since the target audience catered to only HR professionals of Telecom industry,

the sample size was less and statistically the percentage of utility of Human

Behavioural Assessment Tools for candidate selection process was analysed.

A detailed format of the work been taken in to action has been shown below:

Steps followed in the Research:

Selection, Analysis and Statement of the Research Problem

- Problem Identification

- Prioritizing Problems

- Analysis

- Justification

Literature Review

- Survey of Literature

- Survey of other available information

Formulation of Research Objectives

55

- General Objectives

- Specific Objectives

Research Methodology

- Variables

- Types of study

- Data Collection Techniques

- Questionnaire

- Sampling

- Plan for Data Collection

- Plan for Data Processing

- Plan for Data Analysis

Work Plan

- Resource Planning

- Work Flow

- Scheduling

56

Plan for Project Administration and Utilization of Results

- Administration

- Monitoring

- Identification of Potential Users

Dissertation Summary

- Conclusions

- Contribution to Policy

- Contribution to Practice

- Recommendations / Scope for future research

Type of Research:

Quantitative Research: The percentage utility of Human Behaviour Assessment

Tools was to be gauged; hence quantitative technique to find the percentage was

used.

Survey method: In quantitative research technique, survey method was used as

data was collected through the use of questionnaires, (forced-choice questions).

57

Out of the two techniques in survey method, Cross-Sectional Survey was used to

gather information on a population at a single point in time through a

questionnaire that collected data on percentage utility.

SAMPLING CONSIDERATIONS AND SAMPLING PLAN:

Sampling unit: Mumbai Metropolitan Region, Maharashtra

Source list: Telecom companies

Sample size: 27

Type of Sampling: Stratified Random sampling

Data Collection Techniques:

Type of data used:

Primary data - Responses of the HR professionals of Telecom industry was

taken.

Research Instruments used: Questionnaire – Structured

58

Preparation of the questionnaire (Closed ended)

Administering questionnaire for dedicated HR personnel, Telecom sector

Data Analysis:

The data has been analyzed by using Microsoft Office tool.

The calculated value has been computed by using the statistical tool package

SPSS (Statistical Package for Social Sciences), version 18.

To test the validity of the sample, t - test is used as the sample size is less than

30, and the variation is seen in the sample mean to population mean, hence

mean of the sample is calculated.

To test the fitness of the sample out of the whole population, the standard

deviation is calculated to see the amount and extension of variance from the

mean sample.

Conclusions:

1) With proper workings, projections, learnings, if Human Behavior Assessment

Tools are used by organizations, it will definitely add a special value to the HR

59

function, candidates / employees being assessed and the overall success of the

entire organization.

2) Human Behavior Assessment Tool „A‟ is very advisable to assess the stability

of any person as an employee for a certain position and at certain stress levels.

3) It is very advisable for positions or employees who are very critical to the

business and the company‟s overall success.

4) Especially, in telecom industry, latest focus is to use environmental friendly

technology which will support the green concept and will thus help the society.

Therefore, various technology dynamics are involved. Hence, organizations need

to continuously identify learning needs for their employees. Such tools can also

be of help in the training and development need identification.

Limitations:

While Human Behavior Assessment Tools are very useful in judging the behavior

of a candidate or an employee for an organization, there can be some related

limitations when considered on practical aspects which are as follows:

It might be a costly affair to incur cost per candidate or employee for

carrying out the exercise. Mostly in small firms, there might be no

60

dedicated HR function to highlight the importance of such human

behavioral measurement tools. In medium sized organizations, it might be

difficult for the HR function / Head to convince the management to

approve a budget on the usage of such tools at various stages involved in

the appointment of a candidate or an existing employee in the

organization. However, if the utility of such tools is projected in an effective

way to the management with examples that how such tools can be useful

right from the entry of an employee to overall development of the

employee in the organization, then the probability of getting an approval

on the budget for the same becomes high.

Human behavioral graph might vary subject to variance in the personal

and professional situation in one‟s life from time to time.

Even if such a tool is used by HR, there might be a risk in the

interpretation or analysis of the results, if an authorized person having

related expertise is not available for guidance.

Sometimes it might so happen that while recruitment for a particular

position there might not be multiple suitable candidates available on whom

the assessments can be applied and accordingly candidate with the most

suitable results are shortlisted / finalized. Some positions might be too

critical to be filled with a top urgency. In such situation, waiting for a

61

comparative analysis between multiple candidates on the basis of such

tools might prove time consuming which might effect business.

Sometimes business / teeth functions might not understand the

seriousness of such assessment tools and it can lead to an argument

between Business function and HR function while finalizing a candidate.

It is important that assessees are given proper instructions while

attempting for such tests, otherwise it might lead to improper or invalid

results / outcome.

If Job Analysis is not carried out properly, it might lead to an improper or

inaccurate correlation with the assessment results.

62

Chapter 4

Data Analysis

63

Chapter 4

Data Analysis

In quantitative research technique, survey method was used as data was

collected through the use of questionnaires, (forced-choice questions).

Out of the two techniques in survey method, Cross-Sectional Survey was used to

gather information on a population at a single point in time through a

questionnaire that collected data on percentage utility.

The Sampling considerations and sampling plan:

Sampling unit: Mumbai Metropolitan Region, Maharashtra

Source list: Telecom companies

Sample size: 27

Type of Sampling: Stratified Random sampling

Data Collection Techniques:

Type of data used:

64

Primary data - Responses of the HR professionals of Telecom industry was

taken.

Research Instruments used: Questionnaire – Structured

Preparation of the questionnaire (Closed ended)

Administering questionnaire for dedicated HR personnel, Telecom sector

The data has been analyzed by using Microsoft Office tool.

The calculated value has been computed by using the statistical tool package

SPSS (Statistical Package for Social Sciences), version 18.

To test the validity of the sample, t - test is used as the sample size is less than

30, and the variation is seen in the sample mean to population mean, hence

mean of the sample is calculated.

To test the fitness of the sample out of the whole population, the standard

deviation is calculated to see the amount and extension of variance from the

mean sample.

65

Table 1: Distribution of sample gender wise

Contd…

GENDER

DISTRIBUTION (IN

NUMBER) PERCENTAGE

MALE 10 37 %

FEMALE 17 63 %

TOTAL 27 100 %

66

The distribution of data specifies that out of the total respondents 37% were male

and 63% were female.

Thus the percentage analysis gets to know the fact that females prefer HR field

more than male, taken in the Telecom sector.

It may also be assessed that the women employees were more cooperative

towards giving responses as received from the HR Professionals.

Table 2: Distribution of sample age wise

Contd…

AGE IN YEARS

(RANGE)

DISTRIBUTION (IN

NUMBER) PERCENTAGE

UP TO 30 19 70 %

31-45 8 30 %

46-60 0 0 %

TOTAL 27 100 %

67

The young respondents up to 30 years of age were more cooperative in giving

responses as we see 70 % of the responses were received from this age group.

Only 30 % of the respondents of 31-45 years age group gave feedback.

And the age group of 46-60 did not give any response for the same.

Table 3: Distribution of sample management level wise

AGE IN YEARS – Level

(RANGE)

DISTRIBUTION (IN

NUMBER) PERCENTAGE

Lower / Functional Level 19 70.371 %

Middle Level Management 8 29.629 %

Top / Senior Level

Management 0 0 %

TOTAL 27 100 %

68

The young respondents of Lower / Functional Level were more cooperative in

giving responses as we see 70 % of the responses were received from this group

Only 30 % of the respondents of Middle Level Management gave feedback.

And the Top / Senior Level Management did not give any response for the same.

Contd…

69

Table 4: USAGE OF HUMAN BEHAVIOUR ASSESSMENT TOOLS IN

CANDIDATE SELECTION PROCESS

The study clearly depicts the fact that only 26 % of the surveyed organizations in

telecom sector use Human Behaviour Assessment Tools in candidate selection

process, which is an absolute negation of the hypothesis of the expectation of

having around 50 percent usage of Human Behaviour Assessment Tools for

candidate selection process in telecom sector.

Contd…

USAGE DISTRIBUTION (IN NUMBER)

ALTERNATIVE YES NO TOTAL

NUMBER 7 20 27

PERCENTAGE 26 % 74 % 100 %

70

Table 5: USAGE OF HUMAN BEHAVIOUR ASSESSMENT TOOL „A‟ IN

CANDIDATE SELECTION PROCESS

Contd…

USAGE DISTRIBUTION (IN NUMBER)

ALTERNATIVE YES NO TOTAL

NUMBER 4 3 7

PERCENTAGE 57% 43 % 100 %

71

For candidate selection process in the telecom sector, Human Behaviour

Assessment Tool „A‟ is the most popular psychometric tool. 57 % of the utility

depended up on usage of Human Behaviour Assessment Tool „A‟.

Hypothesis 1:

H01: Human Behaviour Assessment Tools are not lesser used in the selection

processes by the HR professionals.

H11: Human Behaviour Assessment Tools are lesser used in the selection

processes by the HR professionals.

t – test

/TESTVAL=0

/MISSING=ANALYSIS

/VARIABLES= HUMANBEHAVIOURASSESSMENTTOOLS utility

/CRITERIA=CI(.95).

72

t – test

One-Sample Statistics

N Mean

Std.

Deviation

Std. Error

Mean

utility of Human

Behaviour

Assessment Tools

27 1.74 .447 .086

One-Sample Test

Test Value = 0

t df

Sig.

(2-

tailed)

Mean

Differen

ce

95%

Confidence

Interval of the

Difference

Lower

Uppe

r

utility of Human

Behaviour

Assessment Tools

20.254 26 .000 1.741 1.56 1.92

The Calculated t - test value is 20.254

73

Table t – test value = 2.45

i.e. Calculated t - test value > Table t - test value

Hence the Hypothesis H01 is rejected.

Hypothesis 2:

H02: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for

dissertation purpose) is not the unmost preferred tool by the HR professionals.

H12: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for

dissertation purpose) is the unmost preferred tool by the HR professionals.

t – test

/TESTVAL=0

/MISSING=ANALYSIS

/VARIABLES= utility of Human Behaviour Assessment Tool „A‟

/CRITERIA=CI(.95).

74

t – test

One-Sample Statistics

N Mean

Std.

Deviation

Std. Error

Mean

utility of Human

Behaviour

Assessment Tool „A‟

27 1.85 .362 .070

One-Sample Test

Test Value = 0

t df

Sig.

(2-

tailed)

Mean

Differen

ce

95%

Confidence

Interval of the

Difference

Lower

Uppe

r

utility of Human

Behaviour

Assessment Tool „A‟

26.580 26 .000 1.852 1.71 2.00

The Calculated t - test value is 26.580

Table t - test value = 2.06

75

i.e. Calculated t – test value > Table t - test value

Hence the Hypothesis H02 is rejected.

Hypothesis 3:

H03: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for

dissertation purpose) is not unused in various HR processes across all levels in

the organization.

H13: Human Behaviour Assessment Tool „A‟ (considering a hypothetical name for

dissertation purpose) is unused in various HR processes across all levels in the

organization.

t – test

/TESTVAL=0

/MISSING=ANALYSIS

/VARIABLES=age

/CRITERIA=CI(.95).

76

t – test

One-Sample Statistics

N Mean

Std.

Deviation

Std. Error

Mean

age of the respondent 27 1.30 .465 .090

One-Sample Test

Test Value = 0

t df

Sig.

(2-

tailed)

Mean

Differen

ce

95%

Confidence

Interval of the

Difference

Lower

Uppe

r

age of the respondent 14.475 26 .000 1.296 1.11 1.48

The Calculated t - test value is 14.475

Table t - test value = 2.06

i.e. Calculated t - test value > Table t - test value

77

Hence the Hypothesis H03 is rejected.

t – test

/TESTVAL=0

/MISSING=ANALYSIS

/VARIABLES=gender

/CRITERIA=CI(.95).

t – test

One-Sample Statistics

N Mean

Std.

Deviation

Std. Error

Mean

gender of the

respondent 27 1.63 .492 .095

78

One-Sample Test

Test Value = 0

t df

Sig.

(2-

tailed)

Mean

Differen

ce

95%

Confidence

Interval of the

Difference

Lower

Uppe

r

gender of the respondent 17.207 26 .000 1.630 1.43 1.82

The Calculated t - test value is 17.207

Table t - test value = 2.06

i.e. Calculated t - test value > Table t - test value

Hence the Hypothesis H03 is rejected.

79

Chapter 5

Results and Discussions

80

Chapter 5

Results and Discussions

Hypothesis 1:

The Null Hypothesis, H01: Human Behaviour Assessment Tools are not lesser

used in the selection processes by the HR professionals is rejected and Alternate

Hypothesis H11: Human Behaviour Assessment Tools are lesser used in the

selection processes by the HR professionals is accepted because the Calculated

t - test Value (20.254) is greater than the Table t - test value (2.45).

Hypothesis 2:

The Null Hypothesis, H02: Human Behaviour Assessment Tool „A‟ (considering a

hypothetical name for dissertation purpose) is not the unmost preferred tool by

the HR professionals is rejected and Alternate Hypothesis H12: Human Behaviour

Assessment Tool „A‟ (considering a hypothetical name for dissertation purpose)

is the unmost preferred tool by the HR professionals is accepted because the

Calculated t - test value (26.580) is greater than the Table t - test value (2.06).

Hypothesis 3:

81

The Null Hypothesis, H03: Human Behaviour Assessment Tool „A‟ (considering a

hypothetical name for dissertation purpose) is not unused in various HR

processes across all levels in the organization is rejected and Alternate

Hypothesis H13: Human Behaviour Assessment Tool „A‟ (considering a

hypothetical name for dissertation purpose) is unused in various HR processes

across all levels in the organization is accepted because the Calculated t - test

value (14.475) is greater than the Table t - test value (2.06).

Contd…

82

Table 6: Summary of Outcomes of Objectives

Sr.

No. Objectives Outcomes

1 To study the effectiveness of

Human Behaviour Assessment

Tools in candidate selection

process.

According to the findings, only

26% of the surveyed organizations

use Human Behaviour

Assessment Tools in candidate

selection process, hence it is not

very effective.

2 To find the most preferred Human

Behaviour Assessment Tool in

selection process by HR

professionals.

The most preferred Human

Behaviour Assessment Tool in

selection process by HR

professionals is normal human

behaviour analysis.

3 To find the usage of Human

Behaviour Assessment Tool „A‟

(considering a hypothetical name for

dissertation purpose) by the HR

professionals.

Human Behaviour Assessment

Tool „A‟ is less used for candidate

selection process, the usage was

only 14.81%.

4 To assess the utility of Human

Behaviour Assessment Tool „A‟

(considering a hypothetical name for

dissertation purpose) in various HR

processes across all levels in the

organization.

The study showed that Human

Behaviour Assessment Tool „A‟

holds good for higher / mid level

job fit in the organization, however

at lower and entry level, some

frequently used tests are more

utilized.

83

Chapter 6

CONCLUSIONS

84

Chapter 6

CONCLUSIONS

1) Human Behaviour Assessment Tools are lesser used in the

selection processes by the HR professionals.

2) Human Behaviour Assessment Tool „A‟ (considering a hypothetical

name for dissertation purpose) is the unmost preferred tool used for

human behavior assessment by the HR professionals.

3) Human Behaviour Assessment Tool „A‟ (considering a hypothetical

name for dissertation purpose) is unused in various HR processes

across all levels in the organization.

4) With proper workings, projections, learnings, if Human Behaviour

Assessment Tools are used by organizations, it will definitely add a

special value to the HR function, candidates / employees being

assessed and the overall success of the entire organization.

5) Human Behaviour Assessment Tool „A‟ (considering a hypothetical

name for dissertation purpose) is very advisable to assess the

85

stability of any person as an employee for a certain position and at

certain stress levels.

6) It is very advisable for positions or employees who are very critical

to the business and the company‟s overall success.

7) Especially, in telecom industry, latest focus is to use environmental

friendly technology which will support the green concept and will

thus help the society. Therefore, various technology dynamics are

involved. Hence, organizations need to continuously identify

learning needs for their employees. Such Human Behaviour

Assessment / Personality / Psychometric testing tools can also be

of help in the training and development need identification.

86

Chapter 7

RECOMMENDATIONS

87

Chapter 7

RECOMMENDATIONS

Human Behaviour Assessment Tools have proved to be very useful for candidate

selection. With proper workings, projections, learnings, if Human Behaviour

Assessment Tools are used by organizations, it will definitely add a special value

to the HR function, candidates / employees being assessed and the overall

success of the entire organization.

Organizations should focus on getting their HR personnel trained on such

aspects so that related experts can be developed in house. The tool is very

helpful in various offerings like positions, learning and development, promotions,

self development plans, coaching plans, etc. by HR / Business function which

can be given to the employee with proper base and justified grounds.

It is very helpful for the positions or employees who are very critical to the

business and the company‟s overall success. For example, if a person usually

not able to make decisions is placed at the level of Business Unit Head, then it

might be problematic for the company because the position will demand the

person to take decisions at various stages of the business.

In telecom industry, latest focus is to use environmental friendly technology

which will support the green concept and will thus help the society. Hence,

88

various technology dynamics are involved and organizations need to

continuously identify learning needs for their employees. Such tools can also be

of help in the training and development need identification.

1) Human Behaviour Assessment Tools should be widely used in the

selection processes by the HR professionals.

2) Proven Human Behaviour Assessment Tools should be mostly preferred

for human behavior assessment by the HR professionals.

3) Effective Human Behaviour Assessment Tools should be used in various

HR processes across all levels in the organization.

4) A special budget line item should be approved or sanctioned by the top

management so that various offerings like positions, learning &

development, promotions, self development plans, coaching plans, etc.

can be planned accordingly wherein the effective use of Human Behaviour

Assessment Tools can be implemented.

5) Organizations should focus on getting their HR personnel trained on such

human behavioral aspects to develop related experts in house, so that the

Human Behaviour Assessment Report / Result derived on the basis of

89

Human Behavioral Assessment Tool can be subjected to an accurate

interpretation by the experts.

6) It is especially advised for the positions or employees who are very critical

to the business and the company‟s overall success and the roles which

demand frequent decision making capabilities and skills.

7) Human Behaviour Assessment results should not be made exactly a

candidate selection or rejection criteria by organizations, however it can

be included in the overall candidate selection process which can add

value in influencing the decision of the selection panel and help HR

function in providing high level inputs about a particular candidature

especially for critical leadership positions.

8) Considering the overall parameters linked, Human Behaviour Assessment

Tools should be used for all the positions critical to business after doing a

proper position wise Job Analysis. Also, it is recommended for all the

managerial and above positions. The Human Behaviour Assessment

Report should be made a part of the respective Employee Personal File.

Contd…

90

Scope for further research:

Similar kind of study / research could be done for various branded

Personality / Human Behaviour Assessment / Psychometric Testing Tools.

Sector specific study can be done on such tools for other sectors as well.

Comparative Analysis can be carried out between various sectors

regarding usage of such tools.

91

Chapter 8

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92

Chapter 8

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ANNEXURES

130

Survey Questionnaire

How Effective Is Human Behaviour Assessment Tool in candidate selection

process?

Greetings Sir / Ma‟am! I am Mr. Bhupesh Kumar Singh, pursuing M. Phil. from

Padmashree Dr. D. Y. Patil University, Navi Mumbai. This study is being

conducted to assess the effectiveness of Human Behavior

Measurement Tools as a selection tool in the organizations.

Following set of questions is vital for the study. I ensure you that all the

information / responses given by you will be kept confidential and will be

merged with the responses of others being contacted. At no point will your

identity be revealed to any of the concerned stakeholders of this study.

Contd…

131

I thank you for your kind Cooperation!!!

Name of the Industry ______________________________________________

Name of the Organization___________________________________________

Designation______________________Function_________________________

Does your organization use a Human Behaviour Assessment Tool in the

Recruitment process? – Yes / No

If yes, which tool? Name of the tool__________________________________

Contd…

132

Personal Information:

Age (yrs.)

yyryears)

1. 18–30 2. 31–45 3. 46–60

Gender 1. Ma le 2. Fema le

Tenure in

organization

(yrs.)

1. 0-5 2. 6-10 3. 11-15 4. 16-20 5. More than

20

Contd…

133

Enquiries

Strongly

Disagree

Disagree Neutral Agree Strongly

Agree

01 02 03 04 05

a) Human Behaviour Assessment

Tool is used in the hiring

process of your organization

b) It is used for hiring of all

positions

c) It is used for hiring of junior

positions

d) It is used for hiring of mid level

positions

e) It is used for hiring of senior

positions

f) It is used for hiring of on roll

positions

g) It is used for hiring of off roll

positions

h) It is used for hiring of contractual

/ augmented positions

i) It is mandatory to attempt for

Human Behaviour Assessment

Tool „A‟ (considering a

134

hypothetical name for

dissertation purpose) pre

selection as a process

j) It is mandatory for promotions

k) It is used as a selection criteria

l) It is used as a rejection criteria

m) Candidates are kept on hold

because of this

n) Candidates are reconsidered on

the basis of this after a

considerable span of time