Person Job Fit Sheet (Person Profiling)

Position of the job holder: HR Officer Organization (optional): Jawalakhel Group of Industries

Key Job Responsibilities:

Training need analysis, performance appraisal, motivating employees, delegation, recruitment and selection are some key job

responsibilities of the employee.

Abilities required to perform the responsibilities

(Why it is required?)

Perceived level of abilities possessed by the job

holder

(Why you think so?)

Job-Ability fit or not

(Provide justification)

- Intellectual Ability (Cognitive, Practical and Emotional Intelligence)Because the respondent is human resource officer she has to have intellectual abilities to understand emotions of the employees of the organization and their needs.

- Emotional Intelligence:EI refers to the extent to which one can recognize own and other’s emotions. Building high emotional intelligence illuminated positive

According to the tools used and our observation we saw that she had moderate level of ability. The perceived level of ability score was 79 points.

The way she interacted with us we observed that she had high level of emotional intelligence. In the beginning of the session, we were a little uncomfortable and so she tried to open us up. This goes onto show her ability to recognize other’s feelings and emotions. To determine her cognitive and practical ability we used a tool. The scores are:Emotional Intelligence score is 36 points.

We found that the person is perfectly fit for the job.She’s doing a great job in managing her team but needs to focus on few areas.

When we try to compare her ability with job requirements through the scores we find thatTotal score is less than perceived score. But the limitation to this tool is one need not achieve all 100 points to be considered as intellectually

relationship and is visible through employee commitment, productivity and empathetic communication. Training need analysis is easier to conduct when one has high emotional intelligence. The maximum score for EI is 45 points.

- CognitiveIt relates to the way how we perform our tasks be it a day to day task or a complex one. They contain intuition which is one of the most important aspects of cognitive skills and determines the quality of interpersonal relationship. The maximum score for determining cognitive ability is 30 points.

- PracticalPractical ability is the way an employee finds the best fit between them and the environment. The major job responsibility as mentioned above is delegation which is strengthened when one has practical ability. The maximum score for determining practical ability is 25 points.

Here, in case of this employee, intellectual ability plays more of a role than physical ability.

Cognitive Ability score is 26 points. Practical Ability score is 17 points. Although, through our observation we perceived her emotional intelligence to be high our tool realized that the score was moderate. By analyzing her scores we found that her key areas or strengths are:

Motivating people Managing Discipline and dealing with

conflict Problem solving

perfectly able. So we need to look at the scores subjectively. Scores are above 73 points suggesting that these scores are what a good manager should own. Through this we can figure out that the ability required to perform the job and her level of ability is perfectly in align with each other.

In addition to this, her strengths contain areas which are part of her job description. From this we can infer that the employee is perfect fit for the job.

However, there are some areas where

she needs to increase her ability to

match the ones required to perform the

job. When we look at key job

responsibilities and analyze the

questionnaire by matching those job

responsibilities we realize that she had

comparatively low score in

understanding team dynamics. She

needs to focus more on building

diverse teams.

Values required to perform the responsibilities

(Why it is required?)

Perceived level of values possessed by the job

holder

(Why you think so?)

Job-Value fit or not

(Provide justification)

Examining her responsibilities the values required

are:

- Personal Values:

o Integrity and Trust: Since, she has to

recruit and select the best prospective

employees for their roles and assist the

management to set and achieve

performance goals it is very important

that has this value. Also she needs to

treat every employee justly.

o Accountability: Since, she has to

conduct trainings, monitor its

effectiveness, conduct corporate

meetings and develop and manage

employee files she needs to have this as

a core value.

We used the Personal Value Assessment survey

by Barrett Values Centre where she chose 10

most important values/behaviors that most reflect

who she is and the results were:

- Accountability:

She takes ownership of her actions and like

others to do the same.

- Generosity and friendship:

Close relationships are of the utmost

importance to her and they are central in the

decisions that she makes. That is the reason

why most of the employees come to her for

suggestions and sharing their concerns before

going to the higher authority.

In our opinion, she has achieved the

job-value fit to a considerable extent

given the fact that her personal and

work values match with the required

values to perform the responsibilities.

She has additional values like creativity

which helps her to make creative

decisions and think imaginatively every

time. However, we think she needs to

be a bit more open. Plus, for her, the

connections she builds with others are

most important and she needs to feel a

sense of love and belonging.

Therefore, we have selected two values

which might be classed as potentially

limiting her to fulfill her

- Work values:

o Vision: She should have the vision to

take the organization forward towards its

goals.

o Teamwork: She should enjoy working

with others cooperatively and make them

work and achieve their personal and

team goals accordingly.

o Professional growth: She should enjoy

having the chance to improve your skills

and experience in the work place and

gain meaning from developing your

abilities in this regard.

- Organizational Values:

o Openness: She needs to work with

different types of people and manage

them she should be open.

o Social equality: It is very important for

her to have to this value because the

- Power:

She enjoys having opportunities to guide and

direct others and does not fear to take charge.

- Integrity and trust:

She is true to herself and her principles and

seeks to ensure that people are treated justly

and with consideration. She is dependable and

wants others to know that they can count on

her.

- Creativity:

She is able to think imaginatively and use her

skills to produce new ideas in the field of

human resource management.

- Reward-oriented:

You like to feel appreciated and

acknowledged for your efforts.

responsibilities:

- Being liked:

Feeling a need to be liked by others

can lead to situations where she

might compromise her values to

please someone else. It may result in

a lack of openness and honesty with

others.

- Reward-driven:

Acquiring material, external gain

motivates her to work hard. While

this is not inherently wrong it can be

worth considering the internal

benefits that she might receive from

being of service to others

responsibilities of R manager involves

selection, performance management and

many more that requires her to be fair

and just.

Her instrumental values are honesty, helpfulness,

capable and imaginative to reach the terminal

value of a sense of accomplishment and

happiness.

Personality traits required to perform the Perceived level of personality traits possessed by Job-Personality fit or not

responsibilities

(Why it is required?)

the job holder

(Why you think so?) (Provide justification)

Some of the reasons why these personality traits are

required are as follows:

- Emotional intelligence:

HR officer is constantly faced with the situation

where he/she needs to step front for the conflict

management and fulfilling the needs of the

employees. For the HR manger to perform all

these activities properly, he/she needs to have the

ability to understand/read the emotional state of

the employees. For example, an employee might

be going through a rough time and which might

be reflected back in the performance. In this

situation, if HR officer is able to sense the

emotional state of the employee, HR officer will

try to uplift the employee instead of overtly

blaming the employee for the weak performance

which might be the case with HR manger with

low emotional intelligence which will only

worsen the situation for the employee and the

We conducted the big five personality test to

deduct the personality of the HR officer of the JGI

company.

- Neuroticism (Average):

Personality test shows that the HR officer has

the average neuroticism which can also be

deducted to average emotional intelligence. So

we can say that he is not best at identifying,

understanding and managing his and other

people’s emotions

- Extraversion (Above Average):

Personality test shows that the he is fairly

extroversive in nature. Also he said in our

interview that he enjoys spending time with

others and tries to make best out of it whenever

he has the chance to get social with other

people.

Overall we can say that she is job fit

for the post of the HR officer in JGI

company. We believe that she is

capable of carrying out her

responsibility and obligation properly.

Her strongest point is that of

agreeableness, which is great as we

have pointed out how necessary it is

for a HR officer to have

agreeableness. This means that she is

very generous towards the employees

and she does not shy away when she

has to take the compromising

decisions for the good of the

organization. Also it seems that she is

quite open to changes which are also

strong point for her post. Along with

that she seems to be quite extroversive

due to which we believe that she is the

organization because it will potentially further

decrease the performance of the employee. Also

for the recruitment, manager must have the

ability to understand and read the candidate

properly.

- Extraversion:

It is difficult to imagine that the person will be a

good HR officer if he/she does not like to be

around other people. HR officer has to constantly

stay in touch with the employees and maintain

healthy environment for the employees in the

organization so naturally HR officer has to spend

a lot of time being around other people. Hence, it

is essential that the HR officer makes the most

out of these situations and maintain the healthy

relationship with the employees and develop

positive working environment. Excluding

oneself from the employees cannot help in

solving many of the human resource problems

that might arise in the organization.

- Agreeableness (Very High):

In the personality test, HR office scored full

points in the agreeableness. This result comes

as no surprise as she seems to be generous,

trustworthy and affections person. Also she

was quite polite and modest during the

interview.

- Conscientiousness (High):

Personality test shows that the HR office has

high conscientiousness. This suggests that she

is organized, thoughtful and methodical in

nature.

- Openness (Above Average):

Personality test shows the above average score

in openness. This suggests that she is fairly

open to new idea and ambiguity.

right person for the job. Her only

slight weakness seems to be of quite

modest emotional intelligence. Of

course high emotional intelligent is

something we would like in a HR

officer but she seems to be a bit

lacking in this department. Apart from

that she seems to fulfill other criteria

we would like to see in a HR officer.

We believe that she more than make

up for her slight weakness in

emotional intelligence criteria by her

other strong personality trait. So

personality wise we see her as job fit

for the position.

- Agreeableness:

While dealing with the human resource issues,

HR officer might have to put the interest of the

other individual before his own. Compromise

and empathy is the trait pivotal for the success of

the HR officer. Without the ability to show

empathy and compromise for the sake of the

employees it is impossible to imagine that the

HR officer will be able to develop the proper

coordination and healthy environment inside the

organization. Also while acting as the mediator

between the management and the employees, it

is imperative that HR officer is able to showcase

the ability to compromise and work for common

benefit.

- Openness to change:

With every changing organization world, it is

imperative that the HR manger is always open to

the new changes. Especially when we are at the

midst of the information revolution where world

slowing moving more towards the information

world from the industrial one, HR officer always

should be in the heels so that he/she can make

the changes when necessary. With every

changing technological world, HR officer should

be always open to the changes to lead

organization to the timely change because HR

officer is the one who has to coordinate these

things to make the change smooth.

References:

Edward, J.R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. International Review of Industrial

and Organizational Psychology.

Is the job holder fit to perform the overall responsibilities or not? Justify your answer.

Refer to your text for details about ability, personality, and values

Use extra sheet if necessary.

o Identify a position holder

o Identify major responsibilities of the job holder

o Identify personality traits, abilities and values required to perform those responsibilities effectively, also mention why particular ability,

value and/or personality trait is required

o Assess the job holders perceived level of personality traits, values and abilities

o Use person job fit sheet provided to match if there is person-jot fit or not.

o Justify whether the job holder is fit for the job or not

20 Statements to Answer

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1When I have a problem, I try to solve it

myself before asking my boss what to do.

2When I delegate work, I give it to whoever

has the most time available.

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3I follow up with team members whenever

I see that their behavior has a negative

impact on customer service.

4I make decisions following careful

analysis, rather than relying on gut instinct.

5I let my team members figure out for

themselves how best to work together –

teams are a work in progress!

6I wait before disciplining a team member,

so that people have a chance to correct their

behaviors for themselves.

7Technical skills are the most important

skills that I need to be an effective manager.

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8I spend time talking with my team about

what's going well and what needs

improving.

9In meetings, I take on the role of

moderator/facilitator when necessary, and I

help my team reach a better understanding

of the issue or reach consensus.

10I fully understand how the business

processes in my department operate, and

I'm working to eliminate bottlenecks.

11When putting together a team, I consider

the skills I need – and then I seek people

who best fit my criteria.

20 Statements to Answer

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12I do all that I can to avoid conflict in my

team.

13I try to motivate people within my team

by tailoring my approach to motivation to

match each individual's needs.

14When my team makes a significant

mistake, I update my boss on what has

happened, and then I think of it as an

important lesson learned.

15When conflict occurs within a new team,

I accept it as an inevitable stage in the team

development process.

16I talk to team members about their

individual goals, and I link these to the

20 Statements to Answer

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goals of the entire organization.

17If I'm putting a team together, I select

people with similar personalities, ages, time

with the company, and other characteristics.

18I think that the statement "If you want a

job done well, do it yourself" is true.

19I talk with team members as individuals

to ensure that they're happy and productive.

20I brief my team members so that they

know what's going on around them in the

organization.