To know one's self is, above all, to know what one lacks. It is to measure one's self against truth, and not the other way around. Looking at ourselves squarely and objectively is difficult. We all have a built-in tendency to deceive ourselves. In this brief paper we offer suggestions about using instruments in training and development interventions.
Instruments are one of many learning-facilitation tools available to the HR professional.
They differ from such methods as cases, role plays, in-baskets, etc., in that they call for individuals to map their perceptions privately and individually, then analyze the resulting numerical data for its learning and planning potential. Often instruments are personal in focus, so they need to be used with sensitivity and respect for confidentiality. In the HR field there is considerable confusion about the criteria for evaluating instruments. It has become popular to apply psychometric criteria to instruments that are intended for use in training and development. But training and development is not a clinical profession, and we have little need for precise measures of personality.