In a work setting, competencies can be: Associated with recruitment and selection. Linked to the performance appraisal process and compensation strategy. Tied to training and development. Associated with succession planning. By linking competencies to the selection process, you can: Present a better overall depiction of the job and what it requires. Increase job-person fit by…
Competencies are underlying characteristics that can predict a person’s behavior and performance in a variety of situations and job tasks, over time. Are there different types of competencies? There are two types of competencies: Threshold: basic-level competencies that individuals need to perform their jobs. Differentiating: competencies that separate average from above average performance. Why are…
The Five Factor Model (FFM) was born out of the Psychological and Academic communities. Unlike many of the other more commercially well-known instruments, the FFM is an empirical assessment that is not based on theory. The vast computations required to develop the model could not be performed until social scientists had access to increasingly powerful…
Evoke Development’s goal is to help individuals and departments become as productive as they can be by focusing on developing an individual’s strengths rather than his/her weaknesses. We teach managers to: Encourage individuals to develop job competence and an occupational identity. Provide guidance and support to staff members who feel overwhelmed by assigned tasks. Imagine…
Take a look at these workplace scenarios. Seem familiar? Frustrated Coworkers: Susan, Terri, and Tom have been working together for years. Although they all get along fairly well, they are frequently frustrated by each other. Susan can’t understand why Terri gets so upset over minor changes or issues and seems to rehash them for weeks….
Failing to get the right person in the right job often results in lost time, money, and effort. Can you relate to the following scenario? Samantha was a very loyal, service-oriented employee who, over the years, proved to be a wonderful asset to the organization. If anyone ever had a question or problem, Samantha would…
Wondering how the WorkPlace Big Five suite of tools can be used to improve your bottom line? The workplace-oriented reports focus on performance issues and the uses of the WorkPlace Big Five are numerous. Application opportunities include: Pre-employment screening and selection Job profiling and validity studies Career planning Team development and effectiveness Succession planning Competency…
Once you have completed the WorkPlace Big Five questionnaire, a whole world of information about yourself and your team is available at your fingertips – without ever having to complete another questionnaire. These reports provide an even more in-depth perspective on one’s leadership, learning, selling, and relationship styles. Available WorkPlace Big Five Profile Reports include*:…
The WorkPlace Big Five Suite of Assessments uses a common language to identify and describe the individual traits that determine human behavior. The Five Factor Model is the core of the WorkPlace Big Five Profile and is considered the gold standard of personality measurement by psychologists and researchers. The WorkPlace Big Five is one of…
Development of the five factors of personality began in 1933 when Louis Thurston challenged a group of professionals to create a common language for describing personality. The goal of this challenge was to shrink the more than 18,000 words that described the individual differences in the English Dictionary. Since then, much research has been done…
