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The Role of Psychological Testing As an Effort to Improve Employee Competency

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  • Ihil S. Baron

    (Sekolah Tinggi Ilmu Ekonomi, Indonesia Author-2-Name: Melania Author-2-Workplace-Name: Sekolah Tinggi Ilmu Ekonomi, Indonesia Author-3-Name: Hellya Agustina Author-3-Workplace-Name: Ph.D. student, The National University of Malaysia, 43600 UKM Bangi, Selangor Darul Ehsan Author-4-Name: Author-4-Workplace-Name: Author-5-Name: Author-5-Workplace-Name: Author-6-Name: Author-6-Workplace-Name: Author-7-Name: Author-7-Workplace-Name: Author-8-Name: Author-8-Workplace-Name:)

Abstract

Objective - Psychological testing and assessment is used to obtain suitable candidates with the ability to achieve the needs of organisations. The purpose of this qualitative study is to evaluate the results of psychological testing as an effort to improve employee competency. Methodology/Technique - This study examines 175 samples from psychological testing reports by psychologists in providing competencies assessments of each potential employee applying for the position of customer service and teller in a State-owned Bank in the Kalimantan area. Findings - The results show that to obtain competent employees, they must meet the standards set by the organisation. Competencies must be future oriented and are not a mechanism for reciting the past, so it is important for organisations to obtain a list of competencies that fit their needs. The results suggest that an organisation does not merely receive a list of competencies from the consultant (psychologist; practitioner and human resources department), but rather organizations should obtain a list of competencies that are personalised to their environment. This finding indicates that competencies are interrelated and do not stand alone. Since competencies are a behavioural approach to emotional, social, and cognitive intelligence, this integrated concept offers more than a comfortable framework for describing humanity as a whole. This suggests that to develop employee competencies characteristics associated with successful performance, organizations and practitioners must exhibit the patterns of behaviour that can be observed and make a positive difference to others. Novelty � It is important to realize that there are a number of characteristics that may not have a direct impact on performance, but which may be an important determinant of the success of the employee.

Suggested Citation

  • Ihil S. Baron, 2020. "The Role of Psychological Testing As an Effort to Improve Employee Competency," GATR Journals jmmr235, Global Academy of Training and Research (GATR) Enterprise.
    • Handle: RePEc:gtr:gatrjs:jmmr235
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    References listed on IDEAS

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    1. Lorenzo Ardito & Rosa Maria Dangelico, 2018. "Firm Environmental Performance under Scrutiny: The Role of Strategic and Organizational Orientations," Corporate Social Responsibility and Environmental Management, John Wiley & Sons, vol. 25(4), pages 426-440, July.
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    Cited by:

    1. Morozevich Ekaterina S. & Kuznetsova Yevgeniya A. & Kubrikova Anna S. & Livak Nataliya S. & Makarov Alexander I., 2022. "Employee’s Competence Profile for Adaptive Organization Management," Organizacija, Sciendo, vol. 55(1), pages 3-16, February.
    2. Rafael Ravina-Ripoll & María-José Foncubierta-Rodríguez & Eduardo Ahumada-Tello & Luis Bayardo Tobar-Pesantez, 2021. "Does Entrepreneurship Make You Happier? A Comparative Analysis between Entrepreneurs and Wage Earners," Sustainability, MDPI, vol. 13(18), pages 1-19, September.

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    More about this item

    Keywords

    Psychological Testing; Competencies; Successful Performances; Business Value.;
    All these keywords.

    JEL classification:

    • J30 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - General
    • J33 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Compensation Packages; Payment Methods
    • J39 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Other

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