Human Resources / HRM

Questions?
One of the most difficult questions that faces human resource management is: am I getting an
accurate picture of who I'm talking too?

This is rightly a major HRM concern. It is very important to know not only the basic qualifications of
an employee/ applicant might be... but also WHO that person might be. If you place a person in a
job that is contrary to his/her personality, it is obvious you will have a dissatisfied and unproductive
employee.

"I've worked with human resource management for two decades," says Dennis Drew, author of the
Personality Evaluation Program. "It is surprising that for much of that time, HRM was pretty much
unaware of the value of personality profiling"-- (often inaccurately referred to as psychology testing or
personality testing). "We actually had to educate them as to how much time, effort and money
personality profiling could save them."

"It's not a difficult concept at all: match people to jobs that match their basic personality, and your
employees are more likely to be happy, contented and productive at their work. Put them in jobs
contrary to their personality profile, and HRM is going to have a problem on its hands.

"Once human resource management becomes aware of the concept of personality/job matching, I
find they become quickly enthusiastic about the concept."

Just one employee turnover saved by using the Personality Evaluation Program can pay for the
system more than five times over. That is a startling fact. The fact that PEP is a positive evaluation
system (ie, it doesn't pull skeletons out of the closet) makes it popular both with human resource
management and with employees as well.

You may learn more about the Personality Evaluation Program and its relationship to human
resources / HRM by clicking the following link:


Using PEP in a hiring environment: