Psychometric assessments sometimes use a five-factor model (FFM) to evaluate what are believed to be five core aspects, or traits, of an individual’s personality. Commonly referred to as the “Big 5,” these traits include openness to experience, conscientiousness,...
The role of HR Managers and the scope of Human Resource profession has been fast changing from the previous decades. Dave Ulrich credited with developing the “HR business partner” model and other influential ideas in books including “HR Champions” and “The HR Value...
Is Norming Possible in a Competency-Based Job Match Assessment? The question of ethics has been a mainstay of philosophical inquiry for centuries. In research involving human subjects, the phenomenon is much more recent. You must have come across various norming...
Everyone is more or less aware what makes a good sales executive or salesman. If you ask HR Managers, recruiters or Sales Managers what the qualities of a good sales executive are – they shall provide you with a ready list of skills. Those lists may include...
Can a competency-based assessment in HR be a marketing tool for your company? Yes, it can be if it is implemented properly. In fact, in many big companies in the US and Europe, Competency-based Assessment in HR is a Great Marketing Tool for Your Recruitment. Now how...
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