Using Psychometric Assessment Data in a Human Resources Grievance Scenario

During a recent chat session on Twitter between eRep and a group of Human Resources professionals, several questions were asked about the viability and use of psychometric assessment information during a grievance or disciplinary scenario.

The discussion started with this question:

What are some of your top tips for dealing with a discipline/grievance issue?

eRep's contribution to this group discussion was:

Understand the core personalities of the affected parties (psychometric testing).

It was our response that really kicked the discussion into high gear.

Some HR professionals expressed concern about the potential misuse of assessment information, while others showed curiosity and interest. There were also a few misconceptions as well as a certain lack of knowledge about the current state of psychometric assessments. Unfortunately, some of the misconceptions were based on experiences or hearsay revolving around competing products to the Core Values Index.

Before we discuss anything else on this topic, it should be made clear that we do not condone or recommend the use of psychometric assessments during the actual grievance proceedings. Only results data from an assessment that was administered before the incident should be considered.

The value of using assessment data in a grievance or disciplinary scenario manifests in the greater understanding all parties have about their individual perspectives and mindset. It benefits all concerned when we have insight into how we are hardwired.

Here is an example that we put forth in the discussion to convey this value:

Let's assume you were going into a closed-door meeting with Bob regarding an HR grievance, and beforehand you and Bob both read his psychometric assessment report. On this report it noted that he is very matter-of-fact and prefers people be straight with him without wasting time.

Wouldn't you and Bob both find that to be useful information?

One of the most helpful aspects of a full CVI report in an HR grievance or disciplinary situation is the Conflict Resolution section included in every full Core Values Index assessment report. Knowing how someone handles conflict or stress prior to engaging in these kind of scenarios is invaluable.

One of the benefits of the CVI in the workplace is the individual has full knowledge of their own profile, including insight about their personal conflict resolution strategy. Knowing someone's psychometric assessment results isn't some kind of insider information that can be used without their knowledge.

The CVI leads to greater shared understanding.

The last set of questions that came up during the chat session involved cost and time. Some HR professionals were concerned that a psychometric assessment would be too expensive and would require specialized expertise to interpret. They also were concerned it would take too long to administer or would lose its validity over time.

The Core Values Index costs less than $50 per assessment, takes around 8-10 minutes to complete, and has the highest repeat reliability of any assessment on the market today, above 97%. This means if someone takes the CVI at age 20 and again at age 60, their scores will differ by less than 3%. No other psychometric assessment on the market even comes close to matching the CVI.

When it comes to interpersonal relations, and especially conflict resolution, there is great value in shared understanding about how those involved are hardwired.

If you are a Human Resources professional and are curious how the Core Values Index can assist you, contact eRep today.