Introduction
The implementation of psychological assessment at the workplace is an effective method for evaluating the needs, capabilities, and appropriate career choices of employees. This framework generally suggests that personality traits exist and play a crucial role in defining one’s behavior. In this sense, a thorough psychological assessment is beneficial for all stakeholders of the process, including the test takers and organizations. Ultimately, the current essay demonstrates the high impact of psychological assessments on organizational performance by analyzing three examples.
Discussion and Examples
First, psychological assessment is an effective tool for determining the overall suitability of the candidate for a certain position. One example is when the management uses this approach to find out whether the employee can handle psychological pressure and stress in case of a promotion (Presentation MOP108). Secondly, the identification of certain personality traits can be helpful when HR managers determine the amount of autonomy in certain positions. For instance, Yu et al. (2019) transparently show that psychological assessment and consequent discussion of results have a positive impact on employee creativity. Hence, the second example is that managers can use evaluations to reveal employees’ unique personality traits and select the most appropriate tasks for them, facilitating creativity and positive independence.
Lastly, psychological assessments can reveal the early signs of burnout and other types of mental health complications, preventing them in the dormant phase. For instance, Shen et al. (2020) note that this approach is advantageous, particularly in stressful environments, such as nursing practice during emergencies. The third example is that during COVID-19, many working professionals experienced high workloads, and the psychological assessments helped identify the increasing mental health strains (Shen et al., 2020). This case shows the utmost importance of professional evaluations and their impact on organizational performance. Nevertheless, in all examples, psychological assessments must follow the principles of reliability, validity, and fairness for maximum efficiency.
Conclusion
The current analysis has shown that psychological assessments play a crucial role in apprehending employees’ needs and concerns. In turn, a better understanding of the workforce directly relates to improved organizational performance. Employees who are happy and content with their positions are more productive. In this sense, the implementation of “good” (reliable, valid, and fair) psychological assessments should always be welcomed in organizations that strive for better performance and working conditions.
References
Shen, X., Zou, X., Zhong, X., Yan, J., & Li, L. (2020). The psychological stress of ICU nurses in the time of COVID-19. Critical Care, 24(1), 1-3. Web.
Yu, X., Li, D., Tsai, C. H., & Wang, C. (2019). The role of psychological capital in employee creativity. Career Development International. Web.