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The term managerial assessment of proficiency (MAP) describes a methodology for the assessment of managerial competence in human resource and training applications. MAP is designed for evaluation of a manager's proficiency in 12 prescribed competencies, and other criteria. Assessments can be generated for an employee, as well as for a ...
Scores on 30 Basic Interest Scales (e.g. art, science, and public speaking) Scores on 244 Occupational Scales which indicate the similarity between the respondent's interests and those of people working in each of the 122 occupations. Scores on 5 Personal Style Scales (learning, working, leadership, risk-taking and team orientation).
Lead scoring is a methodology used to rank prospects against a scale that represents the perceived value each lead represents to the organization. [1] The resulting score is used to determine which leads a receiving function (e.g. sales, partners, teleprospecting) will engage, in order of priority.
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The concept of T-shaped skills, or T-shaped persons is a metaphor used in job recruitment to describe the abilities of persons in the workforce.The vertical bar on the letter T represents the depth of related skills and expertise in a single field, whereas the horizontal bar is the ability to collaborate across disciplines with experts in other areas and to apply knowledge in areas of ...
Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test.
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Proficient performers adapt better to changing circumstances but still rely on rule-based decision-making for actions. The transition to expertise requires further letting go of rules and procedures while gaining more direct experience learning which intuited perspectives work in which kind of situation.