My results are JU02MA to compare with everyone elses
Due: April 29th, 5:00pm AWST, submission via LMS
Word limit: 2250 words, not including section headings as per the Template, end-text
references, and appendix.
Note: Please do not exceed the word limit – your marker will stop marking
your answers at the word limit, and further content will not be assessed.
Referencing Style: APA.
Formatting: 12pt Times New Roman, double line spacing.
Accepted file types are .docx or .doc, for submissions (not .pdf)
Total marks: 40.
Outline
Based on your results from completing the 120-item IPIP (Maples, Guan, Carter, & Miller, 2014)
representative of the NEO-PI-R domains of personality, this assignment asks you to complete a
review of your results and their potential implications based on findings from published literature.
There are three major parts to this assignment.
1. Based on findings from published academic literature, what do your scores on the five
personality trait domains suggest about your strengths and weaknesses associated with the
job role profile?
When answering this question, please address the following as part of your answer:
• Provide a concise summary of the academic literature that has addressed the five
personality domains and their expected relationships with the different aspects of the
job role.
• Based on your IPIP results are there areas of particular strengths and weaknesses
supported by the predicted relationships between personality traits and work
performance? Provide examples to substantiate your answer for the relevant trait
domains.
2. Using your PSY391 peers as a pool of applicants for this role, how do your scores on the 120-
item IPIP by Maples et al. (2014) compare? Which candidate(s) do you think would be a good
fit and why?
When answering this question, please address the following as part of your answer:
• Provide a standardised statistical indicator (e.g., a Z-score) for each of your five domain
scores that allows you to describe how much higher, lower, or approximately average
you are on each trait domain in comparison to your PSY391 peers.
o Hint: You can treat the PSY391 peer data as population data when calculating
your Z-score.
o Hint: The formula for a Z-score calculation can be found via Google and:
• Based on your IPIP scores, describe what traits for each domain would be more or less
characteristic of you in comparison to your peers in the unit.
• Based on your IPIP scores and their implications for your personality traits described
above, how accurately does this correspond with how you see yourself in comparison to
your peers? Provide examples for each domain to substantiate your answer.
• Provide a Figure or Figures in your Appendix that demonstrates the distribution of the
PSY391 cohort on each domain, and where your score sits on the distribution for each
domain. An example of one of the Figures is provide in the Assignment Template with a
link to an example Youtube video.
3. Based on the SDS scale, what implications might this have you being shortlisted for the role?
Are your responses valid? How might they be interpreted? How else might HR explore the
validity of your profile?
When answering this question, please address the following as part of your answer:
• How do validity considerations weaken or strengthen the accuracy of your trait domain
scores as predictors of job performance? Provide examples to demonstrate that you
understand how validity considerations can be directly applied to your data / literature
predictions.
Format
• A template for the assignment is available on LMS. The rubric for this assignment can be
found by clicking on the assignment submission point. Use these sources of information
when preparing your assignment.
• Students should address each of the previous questions in a short answer format (i.e.,
using paragraphs to directly answer the questions), referring to published academic
literature where appropriate (i.e., whenever you are referring to the work of another
author).
• Use citations where appropriate per the most recent APA style.
• Writing succinctly, and directly addressing the components of each question, is highly
recommended.
• Include Figure/s following your References in an Appendix section. Tables should not be
included in this assignment as they are outside of the scope of what the questions are
asking.
Marking Rubric
A demonstration version of the rubric used to mark your research assignment is available on LMS.
Please make note of the requirements as per the rubric and take into consideration the relative
marks for each component (row).
Questions?
Please feel free to ask questions you may have about the written assignment on the LMS discussion
boards for this unit – there is a sub-forum already set up and awaiting queries. Alternatively, email
the UC with your queries, or ask at the end of lectures if the chance presents itself.
References
Maples, J. L., Guan, L., Carter, N. T., & Miller, J. D. (2014). A test of the International Personality Item
Pool representation of the Revised NEO Personality Inventory and development of a 120-
item IPIP-based measure of the Five-Factor Model. Psychological Assessment, 26(4), 1070-
1084. doi:10.1037/pas0000004
You may find browsing through the information available on the IPIP website (http://ipip.ori.org)
useful when working on this assignment.
Please refer to the below role profile when responding to the assignment sections:
Human Resources Manager – Position Description
Key Responsibilities:
Strategic HR Leadership:
• Develop and implement HR strategies aligned with the organization’s goals.
• Drive initiatives for employee engagement, retention, and development.
• Analyse HR metrics and data to make informed decisions and recommendations to
leadership.
Employee Relations:
• Handle complex employee relations issues, investigations, and conflict resolution.
• Promote a positive and inclusive workplace culture.
Recruitment and Talent Acquisition:
• Lead the recruitment process, including job posting, candidate sourcing, interviewing, and
selection.
• Develop and maintain a talent pipeline and succession planning.
Performance Management:
• Oversee the performance appraisal process, providing guidance to managers and
employees.
• Implement and manage performance improvement plans as needed.
Compliance and Legal:
• Ensure compliance with all federal, state, and local employment laws and regulations.
• Maintain and update HR policies and procedures.
Compensation and Benefits:
• Manage and administer compensation and benefits programs.
• Stay current with market trends to remain competitive in attracting and retaining talent.
Training and Development:
• Identify training needs and design development programs.
• Support employee growth and career progression.
HR Team Management:
• Supervise and mentor HR staff, fostering their professional development.
• Manage HR budget and resources efficiently.
Qualifications:
• Bachelor’s degree in Human Resources, Business Administration, or a related field
(Master’s degree preferred).
• Proven experience in HR management, preferably in a leadership role.
• Strong knowledge of employment laws and regulations.
• Exceptional interpersonal and communication skills.
• Ability to build and maintain positive relationships at all levels of the organization.
• Strong problem-solving and conflict resolution skills.
• Proficiency in HR software and systems.
• HR certification (e.g., PHR, SPHR, SHRM-CP, or SHRM-SCP) is a plus.
