Personnel diagnostics

from Wikipedia, the free encyclopedia

In the personnel assessment is a procedure for recruitment and selection of employees ( selection ) and personnel placement. It often serves as the basis for systematic personnel development ( modification ), on which career planning and succession planning in the company can then be based. Personnel diagnostics are used to assess employees with regard to motivation, performance, performance disposition, willingness to perform, as well as competencies and potential assessment of applicants and their application documents, for internal personnel assessment on all aspects of career planning, succession planning and high potential development.

Tasks of personnel diagnostics

The tasks of personnel diagnostics include the workforce analysis under qualitative test criteria, as a basis for evaluable personality development, team development and organizational development. Personnel diagnostics helps to determine the need for personnel development, the variability in personnel deployment and the prediction of future corporate personnel requirements. In addition, personnel diagnostics offers methods of specifying, evaluating and optimizing further training measures. Personnel diagnostics also provides tools to determine the current development needs of employees, to specify training content and to optimize future personnel development measures. When selecting personnel, personnel diagnostics are used in the analysis of activities and the derivation of the requirements that are placed on a future employee. One advantage is the reduction of wrong decisions, which can be made through a requirements analysis .

Aptitude diagnostic procedures for personnel selection

Various aptitude diagnostic methods are used to assess people or working conditions. The most commonly used methods are:

The methodological approaches to these procedures include questioning, observation and testing, for example within the framework of assessment centers, psychological test procedures, questionnaires, interviews, document analyzes and work samples.

Psychological test procedures are used in personnel diagnostics as standardized, routinely applicable procedures for measuring individual behavioral characteristics, understanding of roles, attitudes and suitability. From the test results, conclusions can be drawn about the behavior, potential and characteristics of the person.

The focus of the aptitude test of employees and applicants for defined areas of activity is the competence analysis and potential analysis , with the help of which the personal skills, strengths and inclinations can be recorded, but also predictions about a further conceivable range of future assignments of the employee. The test results are then compared with the required key competencies, they also support you in determining your professional position and provide information on individual support needs.

Due to misinterpretations that can easily occur, these procedures should only be carried out by appropriately trained specialists. Many companies therefore also commission an external personnel consultancy to carry out personnel diagnostics. In order to increase efficiency and objectivity , various processes are also carried out using a computer.

Statutory Regulations

The legal admissibility of clinical diagnostic procedures in company interests is determined by the German Works Constitution Act. In Austria, too, a works agreement would be required for employees ( Section 96 , Section 96a ArbVG), and in companies without a works council, the employee's consent would be necessary. Applicants are not protected by the Labor Constitution Act. In addition, the data protection commission must agree to the collection beforehand ( Section 18 Paragraph 2 Z1, Section 21 Paragraph 2 DSG) as it involves so-called "sensitive data" ( Section 4 Z2 DSG).

In Austria, the short form of the MMPI is required if a (private) application for weapons law documents is submitted ( Section 3 ( 2) 1st Weapons Act Implementation Ordinance); for example by applicants for a security service. Applicants who want to join the police service must also take this test.

What does HR diagnostics measure?

In order to be able to better assess potential, personnel diagnostics use aptitude diagnostic procedures to measure the

  • Motivations (e.g. achievement motivation, power motivation),
  • Skills (e.g. verbal intelligence),
  • Interests (e.g. mathematical-technical preference),
  • Behavior (e.g. the processing of tasks) of employees and
  • Level of development (e.g. meaning patterns, ego structures).

See also

literature

  • Hossiep, R., Mühlhaus, O .: Personnel selection and development with personality tests , Hogrefe Verlag, Göttingen 2005, from the series Praxis der Personalarbeit - Volume 9 , ISBN 978-3-8017-1490-1
  • Kanning, Uwe Peter (2004). Standards of personnel diagnostics . Göttingen: Hogrefe.
  • Kersting, Martin (2005): On the relevance of personality traits in work and organizational psychology and differential psychology. In: H. Weber & T. Rammsayer (eds.): Handbook of Personality Psychology and Differential Psychology (pp. 535–545). Göttingen: Hogrefe.
  • Kersting, Martin (2008): Quality assurance in diagnostics and personnel selection - the DIN approach. Hogrefe, Göttingen, ISBN 978-3-8017-2151-0 .
  • Litzcke, Sven Max (2003): Psychological procedures in personnel selection . Brühl / Rhineland, ISBN 3-930732-93-9 . PDF full text .
  • Sarges, Werner (2000): Personnel - Selection, Assessment and Development. In: J. Straub, J. Kochinka & H. Werbik (eds.): Psychology in practice - fields of application and professional fields of a modern science, pp. 487-522. dtv, Munich, ISBN 3-423-36183-2 . PDF full text .
  • Sarges, Werner (2010): Turning trend in personnel diagnostics: yesterday - today - tomorrow. In: Report Psychology. 35 (4), 172-186. PDF full text .
  • Schuler, Heinz (2003): Textbook of Personnel Psychology . Hogrefe, Göttingen, ISBN 3-8017-1934-0 .
  • Schuler, Heinz (1996): Psychological Personnel Selection . Verlag for applied psychology, Göttingen, ISBN 3-8017-0865-9 .

Individual evidence

  1. ↑ Merkle, K., Thielsch, MT & Holtmeier, S. (2009). IT meets HR: Computer-aided personnel selection - between psychometrics and user experience. In T. Brandenburg & MT Thielsch (eds.), Praxis der Wirtschaftspsychologie: Topics and case studies for study and practice (pp. 155–173). Münster: Monsenstein and Vannerdat . PDF
  2. ↑ Gerrick von Hoyningen-Huene , The psychological test in the company , IHSauer-Verlag, Heidelberg, 1997.