Assessment and Development Essay Example for Free

Assessment and Development Essay 1. What is a competency? What are its characteristics? How is it different from Job Description? Competency: Competencies refer to skills or knowledge that leads to superior performance. These are formed through an individual/organization’s knowledge, skills and abilities and provide a framework for distinguishing between poor performances through to exceptional performance. Competencies can apply at organizational, individual, team, and occupational and functional levels. Competencies are individual abilities or characteristics that are key to effectiveness in work. Some examples of competencies required by the employees are: 1. Adaptability 2. Commitment 3. Creativity 4. Motivation 5. Foresight 6. Leadership 7. Independence 8. Emotional Stability 9. Analytical Reasoning and 10. Communication Skills Characteristics of Competencies ? ? ? ? ? ? Competencies are the characteristics of a manager that lead to the demonstration of skills and abilities, which result in effective performance within an organizational area. The best way to understand performance is to observe what people actually do to be successful rather than relying on assumptions pertaining to trait and intelligence. The best way to measure and predict performance is to assess whether people have key competencies. Competencies can be learnt and developed. They should be made visible/accessible. They should be linked to meaningful life outcomes that describe how people should perform in the real world 3|P a ge Common difference Competencies Job Description. Competencies †¢ †¢ †¢ †¢ †¢ Underlying characteristic of a person’s inputs. Clusters of knowledge, attitudes and skills. Generic knowledge motive, trait, social role or a skill. Personal characteristics. Set of skills, related knowledge and attributes. On the other hand, Job Description †¢ †¢ †¢ †¢ †¢ Superior performance in a given job, role or a situation. Individual’s ability to perform. Linked to superior performance on the job. Contribute to effective managerial performance. Successfully perform a task or an activity within a specific function or job. 4|P a ge 2. What are the different types of competencies? What is their relevance? 1. Behavioral Competency: Behaviors, knowledge, skills, abilities, and other characteristics that contribute to individual success in the organization ? ? ? Can apply to all (or most) jobs in an organization or be specific to a job family, career level or position For example:- teamwork and cooperation, communication Focus on the person 2. Technical or functional Competency: Specific knowledge and skills needed to be able to perform one’s job effectively ? ? ? Job specific and relate to success in a given job or job family For example:- knowledge of accounting principles, knowledge of human resource law and practice Focus on the job A trainer requires a different set of competencies than an accountant, and a teller requires a different set than a maintenance worker. If there are different levels within the same position, then each job level might also have its own set of vertically derived competencies 3. Core Competency: ? ? A core competency is defined as an internal capability that is critical to the success of business. These are organizational competencies that all individuals are expected to possess. These competencies define what the organization values the most in people. For example:- an organization might want each individual to possess teamwork, flexibility and communication skills. 5|P a ge 4. Threshold competency: ? ? The characteristics required by a jobholder to perform a job effectively are called threshold competencies. For the position of a typist it is necessary to have primary knowledge about typing, which is a threshold competency. 5. Differentiating competency: ? ? The characteristics, which differentiate superior performers from average performers, come under this category; such characteristics are not found in average performers. Knowledge of formatting is a competency that makes a typist to superior to others in performance, which is a differentiating competency. 6|P a ge 3. What is the difference between Assessment Centre and Development Centre? Differences between Assessment and Development centers Assessment centers usually ? ? ? ? ? ? ? ? ? ? ? ? ? Have a pass/fail criteria are geared towards filing a job vacancy address an immediate organizational need have fewer assessors and more participants involve line managers as assessors have less emphasis placed on self-assessment focus on what the candidate can do now are geared to meet the needs of the organization assign the role of judge to assessors place emphasis on selection with little or no developmental feedback and follow up give feedback at a later date involve the organization having control over the information obtained have very little pre-centre briefing tend to be used with external candidates. Development centers usually ? ? ? ? ? ? ? ? ? ? do not have a pass/fail criteria are geared towards developing the individual address a longer term need have a 1:1 ratio of assessor to participant do not have line managers as assessors have a greater emphasis placed on self-assessment focus on potential are geared to meet needs of the individual as well as the organization assign the role of facilitator to assessors place emphasis on developmental feedback and follow up with little or no selection function 7|P a ge ? ? ? ? give feedback immediately involve the individual having control over the information obtained have a substantial pre-centre briefing tend to be used with internal candidates 8|P a ge 4. What are the advantages and disadvantages of Assessment Centre and Development Centre? Assessment Centers: Assessment centers consist of a number of exercises designed to assess the full range of skills and personal attributes required for the job. Advantages: ? Assessment centers map the next level challenges and simulate them in exercises. This raises the validity of the assessment tool. The old way of evaluating the person based on past performance does not work many times, as the challenges of the next level are different from the challenges in the existing position. Assessment centers not only help the organization in placing the right candidate for the right job/assignment but also help in developing the participants. When participants see others handling the same exercise differently, it gives them an insight into their own performance thereby raises the credibility of the selection procedure. It appeals to the lay person’s logic and therefore is regarded as a fair means of assessment by the participants. Assessment Centers can be customized for different kinds of jobs, competencies and organizational requirements. They are far more accurate than a standard recruitment process as they allow a broader range of selection methods to be used during the process. They enable interviewers to assess existing performance as well as predict future job performance. They give the opportunity to assess and differentiate between candidates who seem very similar in terms of quality on paper. They give the candidates a better insight into the role as they are tested on exercises, which are typical for the role they have applied for. They help employers build an employer brand. Candidates who attend assessment centers which genuinely reflect the job and the organization are often impressed by that company, even if they are rejected. The cost of an assessment centre is usually cheaper compared with the potential cost of many recruitment phases and the cost of recruitment errors. 9|P a ge ? ? ? ? ? ? ? ? ? ? They are a fair process – they complement an organization’s diversity agenda and ensure that people are selected on the basis of merit alone. Disadvantages: ? ? ? ? ? Assessment Centers are very costly and time consuming. Assessment Centers requires highly skilled observers as the observers may bring in their own perceptions and biases while evaluating. Those who receive poor assessment might become de-motivated and might lose confidence in their abilities. New recruits with high expectations can feel disappointed if the assessment centre has encouraged them to believe the job or organization fits their values if, in fact, it does not. If you haven’t defined the key competencies prior to the event and a way to measure these competencies you will only be able to compare candidates on anecdotal details.

Oil: It’s Benefits and Downfalls :: Oil Movie Film Essays

Oil: It’s Benefits and Downfalls Our country utilizes an average of 700 million gallons of oil per day (NOAA, 2002). We are a country heavily dependent on oil. The film, which is about the important resource of oil, begins at Midway Sunset, the largest oil producing field in California. It is also the â€Å"largest oil-producing field in the continental United States.† In November of 1909, Midway Sunset had great success with the â€Å"Midway Gusher.† This gusher poured out 2000 barrels of oil a day, which was an astounding amount in 1909 (San Joaquin Geological Society, 2000). The film begins with Midway Sunset and its use of seismology, the science of earthquakes, and the drilling of oil wells. Also, the film talked about steam injection, a form of secondary recovery for oil. This method is used to pump oil that is difficult to extract. Steam injection works by the injection of steam into a reservoir to decrease oil viscosity, or thickness. This method, working at a high heat, allows the oil to be pumped more easily. The transportation of oil is a tricky process. The oil must be transported without any leakage into the surrounding area. The oil may be transported to global markets (by ship) or local markets, but either way, it is a difficult process. The oil is carried in large cargoes, which is good economically, but not environmentally. Undesirable results such as volatile emissions may leak into the atmosphere, causing pollution. (Lecture 2/22/02) However, one way, that the film stated, to decrease pollution is to convert to natural gases. Other problems with transportation are oil spills. Oil spills occur when â€Å"tankers, barges, pipelines, refineries, and storage facilities† leak oil into the environment. Spills can be as large as 11 million gallons, the number spilled in the Exxon-Valdez spill (NOAA, 2002). Oil spills damage the surrounding human, animal, and plant life, which is why it is a pressing problem. Different kinds of tankers can attribute to pollution.

Online Resort Reservation and Billing System Essay

1. Pelagianism is a theological theory named after Pelagius (AD 354 – AD 420/440), although he denied, at least at some point in his life, many of the doctrines associated with his name. It is the belief that original sin did not taint human nature and that mortal will is still capable of choosing good or evil without special Divine aid. This is still sometimes called Limited Depravity. Thus, Adam’s sin was â€Å"to set a bad example† for his progeny, but his actions did not have the other consequences imputed to original sin. Pelagianism views the role of Jesus as â€Å"setting a good example† for the rest of humanity (thus counteracting Adam’s bad example) as well as providing an atonement for our sins. In short, humanity has full control, and thus full responsibility, for obeying the Gospel in addition to full responsibility for every sin (the latter insisted upon by both proponents and opponents of Pelagianism). According to Pelagian doctrine, because humans are sinners by choice, they are therefore criminals who need the atonement of Jesus Christ. Sinners are not victims; they are criminals who need pardon. 2. Arianism was a Christian heresy first proposed early in the 4th century by the Alexandrian presbyter Arius. It affirmed that Christ is not truly divine but a created being. The fundamental premise of Arius was the uniqueness of God, who is alone self-existent and immutable. The Son, who is not self-existent, cannot be God. 3. Donatism was a Christian sect within the Roman province of Africa that flourished in the fourth and fifth centuries. It had its roots in the social pressures among the long-established Christian community of Roman North Africa (present-day) Algeria and Tunisia, during the persecutions of Christians under Diocletian. The Donatists (named for the Berber Christian bishop Donatus Magnus) were members of a schismatic church not in communion with the churches of the Catholic tradition in Late Antiquity.

The Next Three Years Performance - 1287 Words

In the research, the next three years performance is estimated by different stage. Generally speaking, the first stage will be only the next year 2016, which is basic on the average historical performance. The second stage will be 2017 and 2018, the growth is assumed to keep about 9.6 % per year. In addition, all the figures in this part are calculated by Danish Kroner. Basic on the last five years’ income statement, sales in Novo Nordisk will increase from DKK 107927 million in 2015 to DKK 134004 million in 2018. However, the operating profit might decrease from 2015 and the operating margin will also decrease relatively. On the other hand, the net income and net margin will rise to DKK 46900 million during the future three years. This is because the operating cost in Novo Nordisk will has an unusual increase in the future, which should be concerned. As the graph shows, the finance situation presented a fluctuated change during the past five years. It may has a stable growth from DKK 9933 million in 2016 to DKK 14928 million in 2018. Debt in this graph is assumed only long-term debt that is zero, which is the reason why the leverage is zero during the past five years. According to the disclosure of Novo Nordisk’ balance sheet, the book value per share has an improving trend from 2011 to 2018, expect 2016. The cash flow per share will also increase in the future three years. Although it is difficult to accurate analyze the reason why the book value will decrease in 2016, itShow MoreRelatedThe Effects Of Traditional Massage Post Resistance Training On The Next Day Performance1465 Words   |  6 Pagestraditional massage post resistance training on the next day performance. This was tested by using the males of the age between 18 and 22 year old who have been involved in the resistance training programs. The advantage of this study is that traditional massage post resistance training helps in improving recovery. 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