Which of the following is NOT a traditional goal of assessment in HRM?

In the context of Human Resource Management (HRM), traditional goals of assessment typically focus on ensuring that the processes are objective, reliable, and effective in aligning with both organizational needs and legal requirements.

Accuracy is crucial, as it ensures that the evaluation of employees and candidates reflects their true capabilities, thereby supporting better decision-making. Similarly, fit pertains to how well a candidate aligns with the organization's culture and job requirements, facilitating effective workforce integration. Legal compliance is essential, as assessments must adhere to laws and regulations to avoid discrimination and ensure fairness in hiring and promotion practices.

Empathy, while an important quality for HR professionals in fostering positive employee relations, is not traditionally viewed as a formal goal of assessment. Traditional assessments place emphasis on measurable and objective factors rather than subjective emotional qualities, making empathy less relevant in the context of assessment goals. Thus, it is clear why empathy stands apart as not fitting within the typical framework of HRM assessment goals.