Psychometric tools provide effective results when identifying the actual needs of individuals and teams to further improve their workplace productivity and increase their motivation to do more.
Companies may consider establishing a psychometrics policy to institutionalise the practice in the organisation. This will keep leaders accountable when investing in assessment tools and providing developmental guidance and programmes fit for the needs of improving employees’ performance.
This framework may include the selection of psychometric tools, qualification of coaches, guides for scoring and interpretation of data, as well as the handling of reports. The guidelines below present the best practices to include when creating a psychometrics policy for providing well-built learning and development (L&D) plans using psychometrics in three stages: before, during, and after development.
Identifying objectives. Considering objectives before coaching ensures alignment of the assessment with the organisation’s goals. Nevertheless, L&D programmes must always include the goals of either the individual or the team.
Understanding the employee.
Choosing appropriate psychometric measures should be preceded by the needs and goals of the employee. Factors to be assessed include the employee’s current role and responsibilities, as well as their readiness for development.
Choosing psychometric tools.
Managers must consider planning and allocating budget for obtaining psychometric tools that are reliable, valid, and fair.
Preparing the tools.
Participants of the assessment should understand what will happen and what to do during the assessment. Managers may consider providing planning and awareness sessions before conducting psychometric measures. Further, managers should also consider how the feedback will be provided and handled.
Introducing psychometrics.
It is important to provide the objectives and the goals of the assessments both to the coaches and the employees. Managers should reiterate the importance of these sessions as part of providing learning and development L&D programmes for employees.
Presenting results.
Coaches may select a feedback structure that works best for the recipients of the feedback. Nevertheless, the coach has to be professional, considerate, empathetic, objective, and challenging. In revealing the results, coaches may discuss the implications of the results and how they will influence future development plans for the employee. It is recommended that the results are contextualised with the daily challenges of the employee.
Identifying developmental areas.
Psychometric tools help managers understand more the participant, identifying key improvements that the employee needs to work on.
Planning action.
The assessment data provides managers with insights on creating an effective action plan in addressing identified key improvement areas.
Debriefing.
The coach should debrief the employee on the summary of major points of discussion and planned actions. Debriefing sessions should be done with confidentiality.
Being available.
Managers should guide employees when they still have further queries or concerns following L&D programmes provided to them based on the results of the assessments.
Supporting progress.
It is essential to monitor progress towards delivering the action plans. It should be noted that behavioural change is difficult and individuals need support, encouragement, and guidance in making progress.
Evaluating the impact of assessment.
After providing appropriate L&D initiatives, coaches must evaluate its impact on employee productivity through a follow-up conversation or performance data.
This article first appeared on Talegent website:
http://www.talegent.com/blog/best-practices-in-using-psychometrics-for-learning-and-development/
TalentView is an official partner of Talegent in the APAC region.
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Best Practices in Using Psychometrics for Learning and Development Share0 Tweet0 Share0 Psychometric tools provide effective results when identifying the actual needs of individuals and teams to further improve their workplace productivity and increase their motivation to do more. Companies may consider establishing a psychometrics policy to institutionalise the practice in the organisation. This will keep […]
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ANJ VERA
Founder and CEO
With nearly two decades of experience in HR transformation, Anj has worked with the world’s leading employer brands to optimize the talent experience. She is also the author of the book ‘Rethink Recruitment,’ and is the highest-rated Udemy instructor in the field of employer branding. Her insights on culture, branding and the talent landscape have been featured in Inc. Magazine, ANC News, Business Insider, Recruitment Asia and major publications across the region. She graduated with distinction from the Level 1 Leader program of Employer Branding College, Australia and also holds an MBA degree from De La Salle University- Manila.
Anj's mission in life is to drive meaningful change and cultivate strategic leadership through organizations. And with TalentView, her energy is geared towards elevating the employee experience and shaping the future of work. Beyond the physical and virtual office, Anj enjoys diving, travel photography and a good cup of coffee.
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LAWRENCE VILLANUEVA
Managing Director, Talent Culture and Communications
Lawrence is a recipient of Level A and B assessment certifications from the British Psychological Society. Using comprehensive and real-time data, Lawrence provides HR leaders with tools and technologies to address high-level people decisions making them more agile at responding to both the needs of the business and its employees. His experience working with various industries for human capital technology has allowed him to collaborate with a network of leaders in the region to strengthen their culture and build connected communities.
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KATE DOSPUEBLOS
Lead, Talent Attraction
Kate kicked off her professional career in talent acquisition and recruitment marketing. With her keen interest in arts and a passion for project management, Kate now handles key employer branding and talent attraction initiatives for TalentView’s key customers like Pru Life UK, Rebisco, and Ernst & Young Philippines. She provides guidance and direction to in-house content producers, graphic designers, and video editors to provide a targeted stream of multimedia content that helps HR leaders meet their talent attraction and engagement goals.
She graduated with a Bachelor's degree in Psychology from Ateneo de Manila University and is currently taking her advanced studies in Counseling specializing in Organizational Psychology at the same institution. Outside the workplace, Kate loves wandering to uncommon destinations and experience culture and art firsthand.
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HERECIL CABANIT
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A Certified Public Accountant (CPA), Cil’s prowess in finance and accounting defines her dedication to TalentView as the Corporate Services Head. She earned her Bachelor’s Degrees in Management Accounting from the University of San Carlos, and Accountancy from the Cebu Institute of Technology – University (CIT – U). With over ten years of experience from different industries in her field, Cil supervises every aspect of the company’s financial affairs.
From internal budgeting activities to external transactions, Cil’s mastery in the discipline of finance allows her to provide the best solutions and maintain TalentView’s security with a sense of personal excellence and commitment to learning and leading. Outside the office, Cil volunteers for groups that support Filipino children’s education.
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Coke BIG’s Employer Brand Playbook is probably one of the most cohesive primers TalentView has ever produced.
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These campaigns delivered clear messages consistent with the employer branding objectives—further solidifying their online presence, employer brand identity, and showcasing their company mission. Proudly, First Gen qualified as a finalist in the coveted “Best Employer Brand on LinkedIn.”
Rebisco
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Celebrating 60 years, it aimed to increase the talent pool, raise awareness about its Employee Value Propositions, reduce cost and increase efficiency in reach, following, and engagement on social media.
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From creating assets, layout, training, and event management to production shoots, TalentView supported Coke BIG’s vision to life. A resounding success with over 11,000 participants across 20+ countries, this second run of Coke On Campus was a definite win for employer branding, a collaboration with TalentView to achieve the desired results.
JUSTINE RICAFORT
Marketing Lead
Justine currently serves as the Marketing Lead at TalentView, handling the marketing and strategy for all TalentView solutions and towers, and marketing operations. She has over five years of experience in digital marketing, starting as a Social Media Manager and being promoted to leadership positions, where she now has two years of expertise in marketing leadership. She graduated from De La Salle University-Manila with a degree in International Relations and was marked by distinction as a Dean's Lister and a recipient of the Tan Yan Kee Foundation Scholarship. She was also one of the representatives of De La Salle University in Japan for the Harvard Projects on Asian and International Relations
She currently lives in Manila alongside her mom, brother, and their dog. She is a talkative introvert, she loves horror and psychological thrillers, and she’s been fascinated with true crime since the age of 13. She also loves fitness and exploring different kinds such as dancing, cycling, and even freediving. If she were not a marketer, she would be a forensics psychologist. Her ultimate dream is to have a business related to fitness in the future.
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RAM REYES
Lead, Talent Research and Insights
As the lead of Talent Research and Insights, RAM's ultimate purpose is to provide her clients across Philippines, Malaysia and Vietnam with actionable insights, accurate information and inspiration that will drive their employer branding strategies. With over 8 years of experience, she has cultivated her passion and expertise in nurturing client relationships and refining successful initiatives, focusing on culture, communication, employee engagement, and systematic approaches. Furthermore, her career encompasses diverse fields including Human Resources, Digital Marketing, Graphic Design, and End-to-End Event Management.
Academically, RAM hold a Business Administration degree, majoring in Human Resource Development Management, complemented by an Academic Excellence Award from Saint Pedro Poveda College.
Beyond work, RAM's interests are as diverse as her professional endeavors. She's a pun enthusiast and a strong advocate for self-love. She constantly explore various literaries, music genres and groups, and exercises to keep things fresh. These activities fuel her curiosity and add balance to her life, fostering personal growth and a well-rounded perspective.
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MICA PALATTAO
Lead, Talent Capability & Measurement
Mica is passionate about building high-performing teams through leadership development and capability management. She currently leads the Organizational Capability team of TalentView, supporting Fortune organizations in their people initiatives. From early career talents up to executives, Mica helps organizations build and strengthen their leadership pipeline. She has worked with multinational companies from the ASEAN region such as Sanofi, Schindler, Republic Cement, and Heineken.
Mica is a currently taking up a Master’s Degree in Business Administration (MBA) in De La Salle University. She earned Certification in Talent Management from Ateneo De Manila University and graduated with a Bachelor’s Degree in Psychology from Polytechnic University of the Philippines. She is also a registered psychometrician with the Psychological Association of the Philippines. Outside the busy streets of corporate, you can find Mica enjoying her hunt for good food and music.
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