JOSHUA WAFULA

951/23
PSYCHOLOGICAL ASSESSMENT AND TESTING
MD. JANE NGATIA
EAST AFRICA INSTITUTE OF PROFFESIONAL COUNSELLING
20/11/2023
TABLE OF CONTENTS

Page 1: Cover Page

Page 2: Introduction
Page 5: Conclusion
Exploring Psychological Testing in HR: Interview with Valerine
Introduction:
In the dynamic field of Human Resource Management (HRM), understanding the role of
psychological testing is paramount.
This comprehensive report details an in-depth interview with Valerine, a seasoned professional
in HRM, aiming to delve into her awareness of psychological tests, the potential benefits they
offer to employees, and the reasons behind their current absence in her organization.
By examining Valerine's insights, we aim to gain a nuanced understanding of the complexities
surrounding the integration of psychological testing in HRM.

Background Information about Valerine:

Valerine, a proficient HR professional, brings a wealth of experience in talent acquisition and
employee development. She has been working at this company for over 5 years now and has
been a great friend and mentor to me. I appreciate her for choosing to be interviewed by me
and having her as the example to use for this assignment.
With a background in organizational psychology, she has been a key player in her company's HR
team, contributing to strategic workforce planning and fostering employee engagement. This
background makes Valerine a rich source of insight into the complex dynamics of HRM.

Interview Status:
The interview with Valerine was conducted in a professional environment and adhered to
ethical standards to ensure the confidentiality of confidential information.
The questions are carefully worded to elicit open and honest responses and encourage
constructive dialogue about the use of psychological testing within your organization.

Survey Findings:
Perceptions of Psychological Testing:
Valerine's perceptions of psychological testing in human resources were wide-ranging. She
demonstrated familiarity with different types of tests, including:
- Personality tests,
- cognitive ability tests,
- and emotional intelligence tests.
Valerine emphasized the common use of these tests in the recruitment process to evaluate the
suitability of candidates for specific roles within the organization.

She now explained to me:

The Benefits of Offering Work-Related Tests:
Valerine articulated a robust belief in the multifaceted benefits of offering work-related tests to
employees:
1. Valerine underscored the potential for psychological tests to lead to more informed and
objective hiring decisions. By aligning candidates' traits with job requirements, the
organization can make selections that align more closely with its strategic objectives.
2. She emphasized the role of psychological testing in identifying areas for employee
development. By tailoring training programs based on individual strengths and weaknesses
uncovered by these assessments, companies can foster a culture of continuous learning.
3. According to her, understanding the psychological profiles of team members can go a long
way in improving team dynamics. This understanding helps you create balanced,
complementary teams and improve overall productivity and collaboration.
Reasons for the lack of psychological testing:
She highlighted several factors that contribute to the lack of psychological testing within
organizations:
1. Limited awareness where she suggested to senior management that there is a lack of
awareness about the potential benefits of psychological testing.
She emphasized the need for educational efforts to educate decision makers about the positive
impact these assessments have on corporate performance.
2. Organizations may face resource limitations, both in terms of finances and expertise.
She acknowledged that implementing a psychological testing program requires significant
investment and expertise, which may currently be in short supply.
3. She suggested the possibility of resistance to change within organizational culture.
She noted that introducing new processes, especially those that involve psychological
assessments, can face resistance from employees and managers.
Eliminating this resistance is critical to successful implementation.
In Conclusion:
The interview with Valerine has provided a nuanced understanding of the awareness and
perceptions surrounding psychological tests in HRM.
While she recognizes the substantial benefits of incorporating these tests, the organizational
context and potential barriers to implementation were also highlighted.
Moving forward, it is imperative for the organization to consider the educational aspect,
allocate necessary resources, and address any resistance