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FAHR Newsletter

Qudarat (Capabilities)

Introduction

UAE Federal Government aims to mobilize & energize employees by providing tools & resources to develop employee capabilities in order to achieve UAE Vision 2021. Federal Authority for Govt. Human Resources (FAHR) is entrusted with the broader mandate of developing capabilities of government employees. As part of continued stride in this direction, FAHR actively explores solutions to assess the current employee capability and build on it further. FAHR has developed the ‘Qudarat - Capability Framework’ to streamline the employee assessment process at federal government level.

 

Qudarat Framework

Qudarat framework covers two important aspects while dealing with employee capabilities

a) Competence indicates sufficiency of knowledge and skills that enable someone to act in a wide variety of situations. Competence is a cluster of related knowledge, and skills that enable a person to act effectively in a job or situation. Competence is necessary for all job holders and can be learnt by training starting from zero.

b) Competency is an individual’s ability to apply personal attributes, professional skill, behaviors or knowledge, and their ability to achieve a standard of performance which contributes to the goals of the organization. Competency helps to differentiate Best from the rest and can be developed & improved by coaching /mentoring.

 

There are many benefits for organizations following structured assessments process, viz. –

Improved Productivity / Higher Performance

Greater Employee Engagement

Increased Retention

Fewer Accidents

Lower Employment Costs

 

Capability assessment is the process to evaluate the specific characteristics of the individual, viz.

I. 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 accountabilities. Every job will have different level of competence and competency requirements, which should be used to assess the effective potential employee.

II. 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 bestfit 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

III. 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 plenty of tests or tools available in market to conduct capability measurement. Every capability measurement tool has specific properties and are suitable for certain scenarios. The  real success of capability assessments depends of four key parameters:

1) 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

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

Applicability Target

3) 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

4) 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

 

 

 

Feedback Ecosystem plays a very crucial role in Capability assessment and could be part of overall developmental process. Structured feedback mechanisms encourages to seek valuable inputs from varied stakeholders, not only from Direct Supervisor, Superiors / Management , but also, from Collogues at same level, Subordinates, Customers / Suppliers etc...

 

Qudaraat- Feedback Ecosystem

There are many ‘Feedback / Assessment Tools’, that can be applied at employee as well as team or department level. Identifying the gaps between Intended Reality Vs Perceptions is first step to assess and improve capability of a department, team or an individual.

 

Peer Review

What is "Peer Review":

Peer review is a way to more effectively gauge the performance of employees by establishing relevant evaluation criteria, and using those best equipped to speak about an individual's work to grade him accordingly.

Peer review is a good way to begin the process of integrating 360 degree feedback into the performance review process.

Collecting performance feedback from peers, direct reports, and even customers provides managers with information they would otherwise not have in the performance appraisal process.

The peer review process allows professionals from common practice areas to systematically assess, monitor, make judgments, and provide feedback to peers by comparing actual practice to established standards.

Peer Review

Why ‘Peer Review”

  • No direct supervisor or manager can be on the ground all of the time, fully aware of every employee's performance and interactions at every moment
  • As a result, they may be missing important interactions, strengths and weaknesses that can tell you a lot about an employee's potential
  • Traditional performance appraisals that simply rely on manager ratings tend to focus on outcomes or individual achievements
  • As a result, the collaborative work that individuals do on a daily basis made be overlooked
  • Managers, on the other hand, might shy away from direct criticism for fear of upsetting the team dynamic
  • One of the many strategies that organizations are using to enhance the traditional performance appraisal process is to incorporate feedback from multiple sources.

How does ‘Peer Review’ works

  • In peer review; teammates, colleagues, and peers are anonymously asked to provide input on specific aspects of an individual’s performance
  • Feedback on various competencies and improvement areas are suggested by Peers
  • Typically, peer feedback is provided to an employee's direct supervisor to inform the overall performance review process.
  • Many organizations also share peer feedback directly with the individual
  • This methodology create positive relationships, foster a better work environment, however, these review systems can also be subjective, with employees letting personality issues and competition color their feedback

How does ‘Peer Review’ works

Benefits of ‘Peer Review Appraisal’

  • Peers can offer great insight into an individual's interpersonal, collaboration, and influence skills
  • Encouraging Recognition
  • Facilitating Accountability for Performance Improvement
  • Increasing the Accuracy of Performance Ratings
  • Surfacing Hidden Talent
  • Insight can be used in building teams, making decisions on job rotations, and succession planning
  • Interdepartmental Cohesion and Recognition
  • Peer review can engage a multigenerational workforce and lead to more satisfied, engaged employees.

 

Operating Model

UAE Federal Government aims to mobilize & energize employees by providing tools & resources to develop employee capabilities in order to achieve UAE Vision 2021. Federal Authority for Govt. Human Resources (FAHR) is entrusted with the broader mandate of developing capabilities of government employees. As part of continued stride in this direction, FAHR actively explores solutions to assess the current employee capability and build on it further. FAHR has developed the ‘Qudarat - Capability Framework’ to streamline the employee assessment process at federal government level.

 

 Elite Assessment Confederate (EAC)

Elite Assessment Partners

As part of coordination role, FAHR has initially evaluated the various tools available in market and selected following external assessment providers as ‘Elite Partners’.

Hogan

Reports

HoganSELECT

-Advantage report

-Express report

Make Informed hiring decision

HoganDEVELOP

- Compass report 

- Career report 

- Insight report 

- EQ report

Develop key talent

HoganLEAD

 - Potential report 

- Challenge report 

- Values report 

- Coaching report 

- Summary report 

- High potential

Take leadership to the next level

HRBI report

Business related measure of cognitive ability - Strateagic / Tactical / Critical reasoning

 

MATRIGMA report

Non-verbal test that measures general mental ability, GMA

Assessments HPI - Hogan Personality Inventory Normal Personality as it relates to success in a job or career
HDS - Hogan Development Survey Eleven patterns of behavior that can lead to career derailment
MVPI - Motives, Values, Preferences Inventory Core values realated to organization fit and leadership enviornment
HBRI - Hogan Business Reasoning Invetory Tactical and startegic reasoning as it relates to decision making

 

AQR
Assessments MTQ48 – Assessment of Mental Toughness  Mental Toughness concept embraces four elements : Control – Emotional Control and Life Control; Commitment; Challenge ; Confidence – Confidence in Abilities and Interpersonal Confidence
ILM72 - Integrated Leadership Measure ILM72 assesses two important elements : Leadership Style; Leadership Effectiveness in terms of Leadership behaviour
Prevue – Big 5 Psychometric Measure Prevue is a composite instrument, which incorporates measures of personality, ability and interest
Carrus - Career Management Psychometric Measure  Carrus identifies the qualities that individuals should develop and demonstrate that will, both, prepare them best for the world of work and enhance their employability.
360 Performance Evaluation The 360 Assessment is a confidential, on line appraisal system that gives the opportunity to provide feedback on the performance of an individual against behaviour statements.
LTI - Leadership Trust Index LTI shows that the extent to which staff trust managers and leaders is a significant factor in the performance of the organisation

 

  Cut-e

Assessments

Shapes 

-personality questionnaires

- Basic             - Graduate   

- Sales             - Expert   

- Management   - Executive


shapes personality questionnaire measures those personality dimensions which are seen as important and will increase  the quality of your HR decisions.

 

shapes is based on a personality model that comprises 18 dimensions. It is an adaptive, short, candidate-friendly and competency-based questionnaire enabling the user to select the most relevant competencies to assess.

Squares 

- integrity test by measurement of behavioural tendencies

squares describes the behaviors of a person rather than his or her personality traits.

 

squares helps to predict those behaviors which are seen to be counterproductive within a work context and those that may impact  on safety. squares also is efficient at predicting tenure.

Views 

- measurement of interests and motives

views questionnaire reliably  and effectively identifies the motives and values of employees or applicants and helps to assess the cultural fit and alignment with the corporate values and the motivation  structure.  views is also useful  in the development planning of current employees as well as informing succession planning.

Scales 

- ability tests

 - Verbal          - Abstract   

- Numerical     - Cognitive  

- Special Knowledge / Proficiency

With the scales tests, cut-e provides instruments which measure aptitude or ability. Different tools are designed for different target groups, levels and type of aptitude needed. 

360 feedback

- Performance Evaluation

This offers a both a highly flexible and comprehensive 360° and 180° feedback  process  as well as the relevant behavioral questionnaires.  Questionnaires can be designed to incorporate an already-established corporate competency model.

SJQ

- Situational Judgement Questionnaires

 

These questionnaires are unique and job specific. They consist of a number of scenario-based questions that ask candidates to indicate how they would behave in specific work-related situations.  The test is validated by identifying behaviors typical of high performing current employees.

Skills Tests

A range of over 200 skills tests including MS Office, General Secretarial, Office Support and Administration, Call Centre, IT and Technology, Accountancy  and tests for foreign language.

 

Cubiks

Assessments PAPI - Personality and Preference Inventory 
Personality assessment specifically designed to elicit behaviours and preferences which are appropriate to the workplace, offering insight to help employers understand how people work and what motivates them
CBIG - Competency Based Interview Guide CBIG is directly linked to an individual’s responses to the PAPI questionnaire, allowing interview questions to be generated in order to explore the individual’s suitability for a role
RfB - Reasoning for Business Ability Tests  Questions in RfB tests have been designed to be broadly reflective of the reasoning skills required in most jobs
MRA 360 - Multi Rater Assessment  Highly flexible online instrument that provides employers with a structured framework to identify the strengths and development needs of their employees
E-Tray - Electronic In-basket E-Tray exercise consists of an electronic inbox simulation whereby the candidate is asked to read and respond to a series of email messages that appear in their inbox
SJQ - Situational Judgement Questionnaire Comprise of a number of scenario-based questions that ask candidates to indicate how they would behave in specific work-related situations

 

5) SHL:


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