OPEN ACCESS
PEER-REVIEWED
Article
| Published: December 25, 2019
Projective tests in human resource management and hiring process: a challenge and a boon
Principal, St. John College, Dimapur, Nagaland Google Scholar More about the auther
Assistant Professor of Psychology, Jain University, Bangalore Google Scholar More about the auther
Business Analyst, Dubai Google Scholar More about the auther
DIP: 18.01.027/20190704
DOI: 10.25215/0704.027
ABSTRACT
Industrial and organizational psychology plays a major role in human resource management (HRM). From the selection of a candidate to promotion, psychology is applied, mainly in the form of testing and assessment. Even though a lot of care has been taken in selecting the right candidate for the right job, many organizations realize hiring mistakes after some time. This is mainly because psychological measurement tools can be easily manipulated by candidates; also, social desirability affects the responses. Personal interviews fail to gauge the right intention of candidates and the inner dynamics remains hidden, making the selection process hard. The objective of this paper is to propose projective tests as a tool to overcome some of the common problems faced by human resource personnel in the hiring process.
Keywords
Projective Tests, Psychological Tests, Selection and Hiring Process, Psychology and HRM, Organizational psychology.
This is an Open Access Research distributed under the terms of the Creative Commons Attribution License (www.creativecommons.org/licenses/by/2.0), which permits unrestricted use, distribution, and reproduction in any Medium, provided the original work is properly cited.
© 2019, Janetius S.T, P Varma & Shilpa S
Received: September 03, 2019; Revision Received: December 04, 2019; Accepted: December 25, 2019
Article Overview
ISSN 2348-5396
ISSN 2349-3429
18.01.027/20190704
10.25215/0704.027
Download: 38
View: 1035
Published in Volume 07, Issue 4, October-December, 2019