Coaching and development programs help to improve employee and team performance. For these programs to be effective, it is critical to have an awareness of any developmental areas of employees or teams. Well-validated psychometric tools are effective in measuring employee competencies and help managers to identify the gaps that still need to be developed, assisting in improving skills and performance of employees. These tools include assessments for cognitive ability, skills, personality, motivation, and values.
As predictive tools, psychometric assessments provide insight into employees’ competencies before, during, and after coaching. Results can be used to help managers tailor appropriate development plans for the employees. Further, psychometrics can be used to measure peripheral factors that influence successful coaching, including the employee’s level of openness, conscientiousness, and motivation.
Using psychometric assessments help managers develop a framework for understanding both the cognitive ability and behaviour of individuals and teams. Managers can then design effective, targeted development plans for their employees.
Psychometric tools as predictors of employees’ performance
Organisations can use psychometric tools to help employees adapt to the range of behaviours required in their work, by providing support in their developmental areas.
These tools can be used to measure cognitive ability and personality to gain an understanding of employees current capabilities and how they may use their skills to achieve the organisation’s goals.
Cognitive ability is loosely defined as a general mental capability of an individual to reason, plan, solve problems, and comprehend complex ideas. Meanwhile, personality refers to an individual’s characteristic pattern of thought, emotion, and behaviour.
Past studies show the strong correlation between these areas and job performance, specifically for jobs requiring mentally demanding tasks. Psychometric tests usually provide accurate and objective data on an individual.
Using psychometric tools for coaching and development programmes
The modern corporate environment is multifaceted and complex. Many current roles are rigidly defined and demand many responsibilities from employees.
Psychometric tools are becoming a crucial aspect in HR, predicting the adaptability and complexity of employees, as well as being used to help develop their capabilities.
A 2000 study shows that the success of training and other learning programmes highly depend on their relations with the participant’s conscientiousness, neuroticism, self-efficacy, and cognitive ability. These four factors link to an employee’s motivation to learn new information and skills as they are connected with their current situation and level of knowledge.
Assessments provides managers with a valid basis for feedback and development planning for employees. Coaches help contextualise the results and guide individuals in identifying points of focus for change.
Ultimately, psychometric assessments allow organisations to implement effective coaching and development programmes by helping to address the actual needs of the workforce to improve performance and innovation.