Profiling in General: Recording a person's behavior and analyzing psychological characteristics in order to predict or assess their ability in a certain sphere or to identify a particular group of people.
HR profiling can be used in:
1. Recruitment and Selection: To point out the required behavior to accomplish the job and match those with candidates' profile. Example - Psychometric Test.
2. Performance Management: To check/control the real performance in accordance with the organization's objective.
3. Competency Mapping/Skill Gap Analysis: To judge the current level of employees.
4. Training and Development: HR profiling provides inputs in designing the T&D.
Profiling in general is the extrapolation of information about something based on known qualities, and may refer specifically to the subject. In Human Resources, it generally means the inner classification of the roles of personnel.
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