The story reminds me of the HR practices of 'measuring' personality based on questionnaire to judge the competence of people for certain positions and determine their carrier path inside the organization (e.g. at Trimble). Imagine you are a software engineer applying for an engineering role and they ask you a hundred or more questions to compare the importance of aspects such as punctuality, trust, being patient, lawfulness, honesty and several more, 3 at a time, make a strict order of importance. Without specifics on the work context and situation. Then they build a multi dozen component report how good you are in this and that on a 1 to 5 scale. The way you work. Based on answers to strange questions, not actual work.
When it is impossible to answer accurately (because it depends, or there is no order like between playing piano or being tall) then the results will be inaccurate, yet they use it to classify workforce like steel by its properties, determining their fate. Assessing work performance before doing any work. And they take it dead seriously like gauge on a pressure tank.
It is just so ... well dumb, forcing any kind of oversimplified measurement on complex and fluid things, sounds like measuring friendliness by meter. People change, people adapt, people behave differently in different circumstances, very very differently, and definitely not how they admit it, no one can count how many influential factors there are, these robotic and unified approaches are just distorting for the purpose of appearing fair.
It is far from fair, it is just robotic - which is ironic from a department called human resources, feels like robots work there not humans. Measuring fish by how high it can jump before allowing to swim.<p>It is just pretentious not scientific.