A Comparative Analysis Career Drivers Marketing & Financial Professionals using RSI Psychometric Tool

The paper presents the authors’ own research, which points to the possibility of applying the Richmond Survey Instrument test on the two different profiles of employees (Finance & Marketing) in Pune region. Participants and procedure-The research was conducted in the years 2019-2020 in Pune. The study population comprised 100 individuals from both the profiles. The employees were selected by Non-Probability Convenience Sampling method. The research participants had never undergone psychological evaluation for personality test (for instance, they had never taken the RSI test). The study population comprised 133 males (66.5%) and 67 females (33.5%). Results The statistical procedures applied in the present study allowed us to conduct empirical examination of the indicators of the investigated variables constituting the major psychological criteria for describing psychological functioning of personality, and thus to identify the main Career Anchors of these two professionals. Analysis of the data obtained as a result of this research allowed us to distinguish two significantly different clusters in the group examined individuals. The results of the present investigation indicate that cluster 1 exhibited a higher level of Strong determination to the specific Career Anchors whereas of personality structure compared with the study participants belonging to cluster 2.


Introduction
Psychometric Assessment/Test: Psychometrics is a field of study concerned with the theory and technique of psychological measurement. One part of the field is concerned with the objective measurement of skills and knowledge, abilities, attitudes, personality traits, and educational achievement. Benefits of Tests are, tests are fairly cost beneficial and could save the company money in the long run. It prevents the hiring of a candidate with only "good interview skills". Gives applicants with weaker interview skills or candidates who are shy a chance to prove they can be valuable to the To suggest management the career drivers of these employees for preparing a better career plan to retain them. The study will help the management to understand the personalities of the employees. It will also help them to map their competencies for better succession planning. The employees will be able to explore their motives in career. It will also help them to decide their anchors.
They will get clarity about their expectation from self & from management. The researcher will explore new avenues in the field of Psychometric testing & assessment. It will also help them to come across new personalities. This study will help to identify the gap between the management expectation and employees existing skills attitude, perception, values, knowledge, etc.

Literature Review
Personality testing is the most reliable tool used for selection of an employee by maximum HR department. The maximum organizations have started to use this tool to match employees and job fit.
By painting the personality picture through designed psychometric questionnaires is mostly used tools of selection along with the other tools like competency tests, CV screening, role plays, assessment centers and interviews. (Perotin, 2001, English 2007  all types of employment tests on yearly basis which shows the inclined trend towards predictive personality tests with good achievement by increase in sales and productivity along with reduction of turnover.
In 2009, Pittenger administered different personality tests at counseling centers', schools, and management workshop as well as community groups. The objective was to help different people to understand others as well as their own behaviors. The test actually gained the popularity but several issues regarding its lack of support on validity and reliability part.
As per the findings by Kathleen L Slaney, 2010, the articles in general journals are reflecting better psychometric analysis along with reporting practices as compared to measurement-oriented journals.
The view is given from the point of researcher.

Research Methodology
Perform and analyse "RSI Test for above two profiles and to prepare a detailed report based on their scores and analysis the motivators in their career following methodology was followed. Overall, 227 responses were received from the above-mentioned profile but 27 were rejected due to insufficiency or incomplete responses. To keep the analysis easy for comparison same number of responses were kept for Data Analysis.

Sources of Data Collection
Primary Source-

The responses were recorded by schedules & Interview
Secondary Source- The Literature on RSI as a Personality Tool was studied. Various website & history was studied.

Tools used-
The RSI tool which is already in use to study the Career Drivers to explore Workplace Motivators was used. The same tool is being validated for study.
H2: Marketing professionals are more socially inclined than the Finance Professionals According to the mean scores of social Inclination the Marketing professionals have a mean score of 10 whereas the Mean score of finance professionals for the same Career driver is only 3 which show a major differentiation in their Social Affiliation or Inclination.
H3: Marketing Professionals are more driven by Autonomy in work as compared to Finance

Professionals
As per the mean scores both Marketing & Finance professionals both are similarly driven by the Autonomy in work.

Conclusions and Recommendations
Finance professionals have a strong need to understand his needs like recognition, achievement & constructive nature. As per the RSI results it can be also linked that they have lot of importance towards doing meaningful job which has a linkage with constructive needs. As status is also one of the major