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Criteria for Capabilities Measurement Framework

The capacity measurement mechanism is based on three main criteria:

  • Knowledge, Skills, Abilities: The most effective performance can be delivered by the employee with right competence and competency level. Application of knowledge, skill & abilities will enable employees to perform better and deliver job account abilities. Every job will have different level of competence and competency requirements, which should be used to assess the effective potential employee.
  • Personality traits: Misfit personality traits with job profile will lead to counterproductive behavior, stopping employees from learning and/or performing job at acceptable level. There is a famous management saying "Often people get hired for their abilities and fired for attitude". Predictive work behavior is of great practical importance in order to save enormous cost.  A person with a typical personality traits will be misfit for one job but could be best fit for different nature of jobs. There is nothing like negative or wrong personality. It’s all about matching the specific characteristics of the individual with the job nature requirements. Personality testing tools will assess the attitude viz. compatibility with job and the organization in general.
  • Interests & Motivation: Employee engagement is of utmost importance to achieve sustainable results. Better understanding of deep rooted  Values, Beliefs and Motives that drives an individual, will help origination to better articulate the work expectation from employee perspective. Apart from matching the job excitements with employee interest areas in order to motivate an individual, it will also help in finding right combinations while creating teams.

There are a lot of tests and measuring tools that can be used to make a success of the capacity measurement mechanism. Below are the four main criteria that must be considered when choosing the required measurement tools:

  • Intended Purpose (The tools used for recruitment screening will vary from developmental tools as well something to be used for succession planning scenario)

    Intended Purpose

  • Applicability Target (The measurement tools used for top leadership varies from technical staff to high potential (HIPO) talent pool)

    Applicability Target

  • Job-specific Content (Different tools focus on different job dimensions to give optimum measurement results. Right tool need to be chosen based on what job dimension is in focus e.g: abilities, cognitive skills, personality, motive & culture or Resilience etc..)

    Job-specific Content

  • Usage related Modes/ Methods (The channel of measurement also plays a role in deciding the appropriateness of a tool for given situation. Eventually it’s a combination of all of the above four parameters that determine measurement tool requirement for given situation)

    Usage related Modes/ Methods

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