20.500.12556/DKUM-93607 Vloga osebnostnih testov pri selekciji kadrov: primerjava z drugimi metodami The role of personality tests in personnel selection: comparison with other methods V sodobnem kadrovskem managementu postajajo selekcijski postopki vse bolj strateško pomemben dejavnik uspešnega upravljanja s človeškimi viri. Med številnimi metodami, ki jih organizacije uporabljajo pri izbiri kandidatov, so osebnostni testi pogosto predstavljeni kot znanstveno utemeljena in objektivna orodja, katerih uporabnost se kaže predvsem v napovedovanju vedênja, dolgoročne uspešnosti in ujemanja posameznika z organizacijsko kulturo. Namen magistrskega dela je bil raziskati vlogo osebnostnih testov v procesu selekcije kadrov, jih primerjati z drugimi selekcijskimi metodami ter analizirati, kako jih slovenske organizacije vključujejo v svoje selekcijske postopke, jih vrednotijo in kombinirajo. Magistrska naloga združuje teoretični pregled relevantne strokovne literature in empirično raziskavo, ki je bila izvedena z anketiranjem večjih slovenskih podjetij in zaposlitvenih agencij. Uporabljena je bila kvantitativna metoda raziskovanja s pomočjo strukturiranega vprašalnika, prilagojenega za analizo uporabe selekcijskih metod, percepcije osebnostnih testov in zaznanih prednosti ter slabosti njihove uporabe. Podatki so bili analizirani s pomočjo deskriptivne in inferenčne statistike, pri čemer so bile preverjene tudi hipoteze o vplivu različnih dejavnikov na uporabo in oceno osebnostnih testov. Rezultati raziskave so pokazali, da se osebnostni testi v slovenskih organizacijah še vedno uporabljajo manj pogosto, kot bi lahko glede na njihovo teoretično vrednost, in da njihova uporaba ni sistematična. Potrjena je bila hipoteza, da organizacije, ki osebnostne teste vključujejo v strukturirani selekcijski postopek (npr. skupaj s kognitivnimi testi), zaznavajo njihovo večjo uporabnost. Prav tako se je potrdilo, da večje organizacije z bolj razvitimi kadrovskimi funkcijami pogosteje prepoznavajo visoko napovedno vrednost testov. Druge hipoteze – zlasti tiste, povezane z razlikami med profili kadrov ali kombinacijo metod – niso bile v celoti potrjene, kar nakazuje na razkorak med teoretičnimi priporočili in dejansko uporabo testov v praksi. Na podlagi ugotovitev so bila oblikovana priporočila za učinkovitejšo uporabo osebnostnih testov, ki vključujejo njihovo integracijo v strukturirane postopke, uporabo validiranih orodij, strokovno interpretacijo rezultatov in večjo podporo kadrovskim strokovnjakom pri odločanju. Naloga prispeva k boljšemu razumevanju trenutnega položaja osebnostnih testov v slovenski selekcijski praksi in nudi usmeritve za njihovo premišljeno, zakonodajno skladno in strokovno podprto vključevanje v kadrovsko odločanje. In modern human resource management, selection procedures are becoming an increasingly strategic component of effective workforce planning. Among the various tools used in candidate assessment, personality tests are often presented as scientifically grounded and objective instruments, particularly valuable for predicting behaviour, long-term performance, and alignment with organizational culture. The purpose of this master's thesis was to explore the role of personality tests in the personnel selection process, compare them with other selection methods, and analyse how Slovenian organizations incorporate them into their procedures, assess their value, and combine them with other tools. Thesis combines a theoretical review of relevant literature and an empirical study based on a survey conducted among larger Slovenian companies and employment agencies. A quantitative research approach was employed using a structured questionnaire tailored to analyse the use of selection methods, the perception of personality tests, and the perceived advantages and disadvantages of their application. The collected data were analysed using descriptive and inferential statistics, and five research hypotheses were tested to examine the influence of various organizational factors on the use and evaluation of personality tests. Findings reveal that personality tests are still used less frequently than expected given their proven predictive validity and are not applied consistently. The hypothesis that organizations incorporating personality tests into a structured selection process (e.g. combined with cognitive tests) perceive them as more useful was confirmed. Likewise, larger organizations with more professionalized HR functions are more likely to recognize the predictive value of these tests. However, other hypotheses —particularly those regarding differences between employee profiles or the use of method combinations—were not fully confirmed, indicating a gap between theoretical recommendations and practical application. Based on the findings, the thesis offers several recommendations for more effective use of personality tests. These include their integration into structured procedures, reliance on validated instruments, professional interpretation of results, and greater support for HR professionals in decision-making. The thesis contributes to a deeper understanding of the current role of personality tests in Slovenian selection practice and provides concrete guidelines for their thoughtful, legally compliant, and professionally sound integration into HR decision-making. kadrovski management osebnostni testi selekcija kadrov selekcijske metode personnel management personality tests personnel selection selection methods true true false Slovenski jezik Angleški jezik Magistrsko delo/naloga 2025-07-05 13:39:12 2025-09-23 13:15:54 2025-09-24 03:21:21 0000-00-00 00:00:00 2025 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 250031619 MAG_Benedik_Urska_2025.pdf MAG_Benedik_Urska_2025.pdf 1 853B415688373F0C16D8161F86334EC7 890d22ec9411fcab552ed1f90f40e2666879aa3f6d1d71c05346ac8dbe868d78 94fc3bac-5995-11f0-8a8e-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=193292 Fakulteta za organizacijske vede 0 0 0