Personnel diagnostics is a process for personnel selection. Candidates are assessed in terms of their skills, motivation, potential and willingness to perform.
The procedure is used, for example, for career and succession planning, employee assessment and team development.
Companies benefit from personnel diagnostics in a variety of ways. For example, the quality of candidate selection is increased. If more applicants are hired who are a good fit for the company, employee turnover is reduced at the same time. The process also helps maintain the quality standard within the team by ensuring that neither under- nor overqualified employees are brought in.
Personnel diagnostics use a variety of behavioral diagnostic procedures based on research from academic psychology. Common procedures for candidate and personnel analysis include:
In many cases, well-founded decisions can only be made by combining the different methods. In addition, the procedures can be applied in different ways: Interview can be conducted as individual or group surveys, and tests differ in terms of their question-and-answer formats.
With the help of aptitude diagnostic procedures, personnel diagnostics of employees or candidates measures the following:
From the measurement, a potential assessment is derived and the level of development is assigned.
Personnel diagnostics help companies make well-founded personnel decisions and benefit from them in the long term. To implement the diverse methods, experienced personnel diagnosticians who know people and who also have an eye on the framework conditions for successful implementation are needed. To implement the method, legal aspects such as data protection and equal treatment laws must be taken into account and methodological flexibility must be maintained.
The book offers a good introduction to the topic Standards of personnel diagnostics by Uwe Peter KanningA clear reading recommendation for all people with personnel responsibility – from HR staff to managers.
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