Classification of shl personality test questions

SHL Senior Management Consultant: How to evaluate people's personality tendency more accurately? Let's test it. Here are some related contents that I have compiled for you. I hope you like it!

The shl personality test questions are as follows: ① What is personality? I think maybe everyone will have their own definition of personality.

(2) we will also think about personality theory, Dr. Donald E. Bowles also mentioned just now, and then we will talk more specifically.

(3) What have we done about personality, and so on? Is personality very important in the workplace?

We are talking about exams, so we should talk about personality. Does it play an important role in the success of an organization?

There is also the relationship between personality and leadership, and to what extent personality will make a person a successful organizational leader.

⑥ There are personality differences between different cultures, and to what extent will there be such personality differences between different cultures.

⑦ In addition, we should also examine the measurement of personality and the practical application of personality.

First of all, let me introduce my company, SHL Group. Some of you may be familiar with SHL Group. It has a history of 30 years now, and it is a global company. We pay attention to three areas, one is to provide products, the other is to provide products such as personal examination and evaluation, and the third is training. Mr. McYu mentioned this before. His team has been trained and summarized the best practices in the industry. In addition, we also do consulting, and we provide customers with solutions. We have our own enterprises all over the world. You can see the distribution of merchants all over the world from the map. Crucially, our global distribution enables us to cover all major languages in the world.

As I said just now, different people have different definitions of personality. From the perspective of our company SHL Group, we believe that personality should be defined as a preferred behavior style. Are you used to working in a team? Or are you used to putting everything in order This is your behavior preference style.

Wisdom begins with definition. -Aristotle

Interpretation of Dong Ge: Strictly speaking, the personality mentioned here should be personality traits and behavior styles. In the past, I always talked about the difference between the two, which was mainly manifested in the trait theory represented by Big Five Personality (the theory and measurement of Big Five Personality will be discussed in a special article later) and type theory based on DISC (another point: many people in the market claim to be proficient in DISC, and there are many scales, but not many are really reliable). There are many arguments between the two factions, including that MBTI was questioned by the trait theory some time ago.

But my observation is that personality traits and behavior styles solve the essential problems of human nature: in what ways are we similar and to what extent;

In what ways and to what extent are we different;

Why we have our own way of doing things. That is, what is the internal drive.

If we see some individuals, their personalities will actually show some changes over time. For example, a person is 2 1 year old, extroverted and likes to talk and chat with others. Will he be like this in ten years? In fact, people's personality characteristics are basically stable over time, but the key is that personality will change, so it is very important for us to use the latest data about a person's personality characteristics when using personality tools. If we are doing this personality test paper, we must do the latest investigation on a person's personality.

In history, some ways to understand personality

Let's look at the measurement of personality. There are many ways to help people test their personality, and there are many different ways in history, which are still in use now. For example, this bump is a very progressive person, and there is a bump over there who is an artist. We see that some people in the organization have such a bone on their heads, which shows that this person actually has such a characteristic. In addition, we will measure his character by his weight. For example, this person is fat, maybe he is easygoing. If a person is strong, it may be an ambitious character. In fact, people's physical characteristics and personality are related.

In addition, we see that there was a way to measure personality in the past. Let's look at the constellations. What kind of constellations are they? Can constellations tell us what kind of personality characteristics a person has? These are some methods of measuring personality that we have seen in the past. In these personality theories now, we often see some personality theories to analyze how people form their own personality in different ways. For example, like Freud, Freud believed that people are subconscious and personality comes from the subconscious. With the birth of man, the subconscious has been evolving, and other people with personality may come from his experience. Let's look at a child. If the child watches a game, the computer game is all about fighting, and the child will learn to fight with others. We can measure our minds in SHL Group's theory and draw conclusions by measuring our personalities.

If we look at the theory of humanism again, humanism thinks that people can realize free development and cultivate a person's skills and his behavior habits. Dr Donald e Bowles has mentioned these problems before. When we talk about personality, to what extent do we use it, and then to what extent is the relationship between personality and work? We believe that subjects, or applicants, can apply for managers or employees. If they complete the personality questionnaire, they must ensure that the questions they answer are relevant to their work and that the exam is valid. In this case,

Problems needing attention in the correct use of personality test

One more thing, you can see the rationality of effectiveness from the lower left corner. If I use a questionnaire, does it have anything to do with the job content? For example, if I am recruiting a pilot, maybe I will find someone who can obey the rules and keep calm in the face of crisis. I think these qualities are very important in my work, so I will make a questionnaire based on them to ensure the validity of the test content, that is to say, the test content must be consistent with the workers.

Personality is also related to work performance. For example, I think this pilot has this tendency. He can make a decision quickly and he can stay relaxed. Will he do better than others? Will you do better than people without this feature, that is, the relationship between personality and work performance. Finally, whether the structure we use can measure the desired features. For example, is it possible to examine a person's ability to solve problems? Each questionnaire can contain such content.

Let's see why personality should be combined with work and matched. If personality is an absolute person's attitude towards work, it is crucial to know what we can get from this person, what we should expect from him, whether we can rely on him, whether this person can be trusted by us, and whether this person's preferences can conform to his professional role. If I want to find a project manager, he needs the ability to plan and allocate resources. Whether this person's personality preference can be related to these job requirements is very important for the job, because if you have these abilities, you can actually do better in this job like a duck to water.

What do we think of a person's strengths and weaknesses in terms of preferences? Let's look at the advantages and disadvantages of this person when he really starts working. What are his shortcomings and advantages? Let's see if they have ambitious ideas. Generally speaking, organizations want to find some talented people, and we are willing to promote them. It depends on whether they are ambitious, whether this person wants to succeed, and whether he wants to take on some challenging jobs. Is this consistent with our talent management process?

Leadership Personality and Organizational Fate

Another question about personality, how did he influence it? If you put him in a team, do these people want to go it alone and not cooperate with others? Or is this person willing to form * * * knowledge with others, to cooperate with others, or to lead a team? What influence does his personality have on others?

The most important thing is how this person's leadership style is. If you go to an enterprise organization, the personality of these individuals, especially those at the top, will have an impact on the skills of the whole organization, especially what kind of operation style they like. So this kind of personality actually has a lot to do with leadership style and his aspects. I've already told you about the pilot. If they encounter a disaster, what should they do in this crisis? Are they willing to make their own decisions or seek knowledge from others? So what did they do when dealing with this difficulty? For example, an organization suddenly has a problem. Last year, we experienced a serious financial crisis. How do some organizational leaders deal with these things? What do these people do when they are under pressure?

Trait theory and type theory

So if you look at some of our studies on personality, there are certainly various findings in the questionnaire. If we analyze these with numbers, we can generally find five theories of this individual, five theories of personality and any reliable personality questionnaire, which can basically be divided into five fields. The five fields can basically summarize people's personality, such as whether they are open, willing to change, willing to find some new ideas, innovative, able to rely on this person, able to count on him, able to do everything effectively, whether they are extroverted and willing to work with others. The reverse is introversion. This person's ability comes from the heart, but also has the will, whether to cooperate with others, whether to work as a team, whether to find a way with others. There is also a kind of neuroticism, which is their way of thinking and their mental state. If something goes wrong, they usually get nervous. Still sensitive? Wait a minute. All these will have an impact on their workplace.

What's the difficulty? These five aspects are actually very broad. What we want to measure is very broad, but it should be more detailed. For example, we talk about due diligence to see whether we pay attention to details, whether we are willing to think ahead and whether we are willing to abide by the rules. I want to find a leader and a manager. Maybe I'm interested in strategy. If they can look forward, that's what I like. There are also call centers or bank staff. If I want to make a deal with a person, I need to know that his details can be done correctly and without mistakes. So these five models are all useful, especially when describing people's personality, but in practice, they need to be further subdivided.

When these psychologists consider a person's personality, especially when we measure it, they usually measure it from two fields, one is called trait theory and the other is called type theory. By type, we mean that I want to find some similarities between different individuals, put them in a box and find different ways to measure people with one type. Psychologically speaking, such as the Year of the Rat, the Year of the Dog and the Year of the Pig. You can classify these people according to their birthdays, so it's easier for people to know that I'm actually from the Year of the Rabbit and I'm a rabbit. When people know your age, they will divide people into such different categories, which gives us a rough boundary.

Interpretation of Brother Dong: In fact, type theory, such as Dish Newspaper, does not simply divide people into four or n types. Even if the test results of two people are both DI styles under work masks, there will be different behavior differences. Because it has both qualitative and quantitative differences. Moreover, it measures people's behavior preferences in three situations: for example, a person may be friendly and caring at home; In the company, you will be capable, decisive and strong. Of course, this does not mean that you must have different behavior preferences in different situations. In fact, we can see whether he gives full play to his natural behavior style at work, whether he is under great pressure, whether he will have a tendency to leave his job and so on through the differences in several pictures.

Chart: selected from PPA Thomas International Company. If there is any infringement, please inform us to delete it.

But through another way of their trait theory, everyone, every individual, has some different traits and different characteristics. If we can look at it this way, it is easier to associate their personality with their abilities, such as their leadership style and leadership ability. Let's go back to the question of validity. In this question, people often ask a question. Is one of your personality questionnaires useful? How do you know the relationship between personality questionnaire and his work skills? When we show this slide, we have some work results. This has nothing to do with SHL Group, but an indirect study. We call it analysis. This study integrates them through different organizations and different studies, trying to find out whether there is universal thick line validity, especially whether there is such validity between different processes. You will find a scale, from positive 1 to 0. If you look at the following random forecast, which is used by many organizations, you can see that his age is related to this. For an adult, we may see that his age has nothing to do with the performance of his work skills. Some people may give you this job when looking for a job, because you are 35 years old, so you are five years older than that person, and you may have more than five years of experience. There is no necessary connection.

Six quotients of high potential talents

In addition, we can also see people's compliance with discipline and other indicators. Through these indicators, we can see whether there is such a connection between their job seekers. So it would be better if there were some objective indicators. We can also see their abilities and structured interviews, which may give us a better validity. You can also see that there is a personality questionnaire here, probably in the middle. What does this mean? In other words, no measurement will give you a better prediction, but if you use them together, you will get better validity, so it is easier to choose the right person. The intermediate personality questionnaire is in the middle part. It may have something to do with your success at work, but it must be interesting that if you look at this organization, you will look at those who have been promoted, especially those with high profile. We will find that these personalities are related to these people, especially the ability to deal with such things between people, which has an impact on the success of their work. I also have some organizations here.

An American organization gives six quotients, which are very important in the workplace. We have IQ here. This is one of them, that is, to see how successful a person is and whether he can solve such problems. This is about IQ, and the second is about technology and the number of operators. Whether he can rise to the top of the company is very important. The third motivation quotient, if your motivation is not good, or you don't have much motivation, it is difficult to get to the top of the company. The fourth empirical quotient, how important is this experience and is it important for you to become the number one? Fifth, interpersonal quotient and learning flexibility quotient, we will find that interpersonal quotient is the most important when the company is at the bottom, MD, but if we look at the top, there are MQ, IQ and LQ. The most important thing is to look at his IQ. The more senior managers manage interpersonal skills, the more important they are. The middle part is LQ, the problem of learning flexibility.

What is more useful about the personality questionnaire is what factors hinder people's promotion, not that they don't understand numbers or have no skills. In fact, there are usually some personality problems, and they may not listen to others' words. Their views are too narrow and they don't want to get on well with others, so it is difficult to be promoted. It is important to know a person's personality, so that you can know how far he can go.

What I want to say here is that when an individual has more and more power and influence in an organization, the more opportunities and space he has, the greater the impact on organizational performance. If you are a CEO or a senior manager, how he responds to the new market situation will have a great influence. If another person is very willing to take risks, they may be willing to jump in first without considering the consequences, which will have a great impact on the personality of your top managers, the way you get along with others and the performance of the whole organization.

Personality differences between different cultures

So many people say that these ideas about personality are actually a British idea, which comes from Britain. They are right because there are some factors. Look at the cultural focus of each country. We are called individualism. There are British and American people on the left, unwilling to reach an understanding with others, so they are always willing to emphasize individuality and individuality, but actually look to other places, including China. They emphasize the realization of * * * and are willing to cooperate with others, so we need to remember this, especially when we look at a person's personality and their power. Different countries in the world have different views and attitudes towards power. In our country, in Britain, we don't think too much about who I am and who the top general manager is. I actually call people at the top by their first names. I don't care much about his level. In other parts of the world, this kind of power distance may be relatively large. These people at the top are actually far away from the people below, so the people at the bottom are very afraid of those at the top, which will have a certain impact on them, so we need to remember this, especially how the decision-making process is carried out.

This is actually a color map, showing how people all over the world view the strength gap. In the west, I think in Europe and America, the core of people's concern is the completion of work items, data, money and tasks. If we look at the situation in the Middle East, southern Europe or South America, people care more about individuals. For example, if you go there to attend a business meeting, a person may be half an hour late. Because this person is very important. In a country like Southeast Asia, people will listen to the opinions of their leaders, nod their heads, and nod whatever the leaders say.

How to avoid the phenomenon of pretending to be good in personality test

Send a questionnaire about personality measurement. What should I do if the person who fills in the questionnaire deliberately conceals his personality? Our question here is, will people distort their personality when filling out the questionnaire? Let's answer it. what's up Here I want to give an example. This is part of the questionnaire. It doesn't require people to agree or disagree. Not that I am like this, but that. We will let people choose their own tendencies. For example, there are three choices for the first question, and people will choose the most consistent and the most inconsistent for each question, so as to prevent people from distorting their personality.

Interpretation of Dong Ge: This is a required question, which can effectively avoid the participants pretending. However, it is still very difficult to completely avoid social praise.

The chart is selected from: SHL personality questionnaire. If there is any infringement, please inform us to delete it.

I think this can help us really understand a person's personality. In addition, we can look at such a reported case. How does one's preference affect the other? We can see it from 1 here. 10, the middle part is the preference of most people. We can see what kind of situation this person is in in all aspects compared with others. After we know the obvious degree of a personality trait, we can relate it to the requirements of the job and see if it is helpful to the job.

Practical application examples of personality test

In addition, let's see how to measure personality. In fact, both Mr. Yu and Dr. Donald Bowles mentioned just now that there is a key issue to consider, that is, how do we measure the success of our work. If you are an enterprise looking for senior managers, or you want to find someone with a specific position, how do you know the success of this position and what can be said to be successful? If I go to an organization and say that everyone should be tested and measured, but I don't actually make a detailed plan for what I want to measure, so you must make clear what each position is and what its success is, and then start measuring. Only in this way can we find the right person and succeed, which can also be said to be the significance of finally using this methodology.

For a certain kind of work, we will give you some concrete examples. For example, there is a mechanic here, maybe this man-made plane, or a car mechanic and so on. We believe that auto mechanics or refrigerator mechanics must have a sense of detail, be able to fulfill their duties and finish their work, and not give up halfway. Therefore, we must finish our work. Besides, we must have practical ability and analytical ability. They must solve problems and abide by rules and regulations. I am an airline, and I have a repairman. If they don't obey the rules, my plane may not fly and may fall from the sky.

There are other types of jobs, such as operators, which are also developing very rapidly all over the world. If this person is listening to the phone, receiving information from the phone, or looking at some information appearing on the screen, we hope he can have a sense of detail and a sense of responsibility. In addition, we also hope that they can have confidence in their social life and communicate freely with customers. In addition, we also hope that they can relax. Sometimes they are complaining and dissatisfied with the customers they deal with, so operators must have a relaxed mentality and team consciousness, which is the personality that an operator should have.

Let's look at the sales staff again. This is very interesting. The success of a salesperson lies in how serious and persistent this person is. Therefore, a salesperson should not only be able to talk big, but also need some oral expression skills. If you are a salesperson, you must be able to convince people of the characteristics of these products, so you should be convincing, but at the same time you should be conscientious, socially confident and pay attention to tough results.

Let's look at the pilot again. I mentioned this before, because for pilots, there are some qualities that must be possessed in many jobs, such as due diligence. Of course, in addition to due diligence, other personalities are needed, such as the need for pilots to relax under pressure. In case of airflow fluctuation, the pilot can't help but say that he doesn't know what to do. They must be able to work under pressure and have the requirements of complying with laws and regulations. These characters are not needed in other positions, so they must be first.

Let's look at the manager. Managers must have leadership, determination and strategic vision to look ahead. Where should my organization go? In addition, they must adapt to changes, be able to cope with new environments and challenges, be persuasive, be innovative and pay attention to results.

So we can use personality questionnaire to understand what this person's preferences are. Once we know which personalities are very important to the job, we can analyze whether this person is suitable for the job. If we use personality questionnaires, we think that if you use them, the organization must have the ability and skills to use these questionnaires by itself. For example, you can communicate with your manager and study how to do such a questionnaire evaluation. Here, I will tell you about the window, which is from top to bottom on the left. I personally give the answer, and the above is the feedback receiver, that is, the above line is the feedback given by the feedback receiver. It can be divided into two types, one is the known feedback receiver, the other is the unknown feedback receiver, and some people don't know themselves, so we need to use these questionnaires to let them conduct a questionnaire survey before we can know them. Some company employees let them answer the questionnaires, which is a way to let them know themselves better. They can get out of the blind spot and know more about their own personality. It is often said that the manager is not doing well. Why is he having a bad life? Through this questionnaire, we can know what is inconsistent with his work in his personality. How do you behave in this personal organization? When we look at people's behavior, we can see whether they like planning, new ideas, analysis and so on. If we define a person's preference, we can relate it to his behavior, which is very important for a position, so we look at the preference here and relate it to the behavior of our peers, so that we can know what the final result is, that is, what the person's final performance is.

If you want to match this person with the job, you can put a person's preferences in a table, and then measure his matching degree with the job by percentage. For example, in the example seen here, the organization actually inspected some qualities that a certain position must have and asked a person to make a questionnaire. According to the answer of this person's questionnaire, we will know to what extent this person will be suitable for this job, and he will let us know that it would be more suitable if this person could do this job.

Of course, it is another matter to say whether this person is doing well or not, but first we will know how much potential this person has and whether he is suitable for this job.

Some people have already worked in the organization, such as managers. We can think about the relationship between some key personality characteristics and work characteristics for them. What advantages do they have, and what aspects of these managers need further training. In many organizations, what people want to do is to investigate people like human resources managers. Here is an example for everyone, what an individual can do and how to develop himself continuously, so he is not only the human resources department that can control the development of this talent.

To reiterate here, we know that this person's personality will really have an important impact on a person's work performance, and this personality questionnaire should have strong validity. The results of this personality questionnaire will tell this person what his personality is like, and if he is a leader, he will also provide us with other information, such as exams and role-playing, to further supplement these findings of the personality questionnaire and further consolidate and verify these results.