{"id":7800,"date":"2017-04-07T12:52:01","date_gmt":"2017-04-07T12:52:01","guid":{"rendered":"https:\/\/hrmforce.com\/assessment\/job-profiler\/"},"modified":"2017-06-09T10:43:57","modified_gmt":"2017-06-09T10:43:57","slug":"job-profiler","status":"publish","type":"assessments","link":"https:\/\/hrmforce.com\/en\/assessments\/job-profiler\/","title":{"rendered":"Job Profiler"},"content":{"rendered":"<div style=\"display:none;\" class=\"crp-acf-content\"> Understanding which competencies and behaviors are relevant to the different recipient groups to function as an input for selection, development and performance management. To get a broad picture of the opinions on the job settings, the questionnaire is submitted to several respondent groups. The different groups are: Role experts, job holders, stakeholders, employees and managers.\nOn the basis of (a selection of) the 50 competencies every respondent will be asked to rate\u00a0a competency on how relevant it is for the specific job. Each competency can be scored\u00a0on a 6 point scale. To what extent is a competency Irrelevant (score 1) or essential (score 6).\nThereafter, respondents can indicate the required ability level. Then some additional\u00a0optional questions are asked about possible risk factors, changes in the role, leadership styles and there is room to provide additional information.\nThe report collects all the answers and clearly displays the results including\u00a0rankings of highest and lowest scoring skills. The report is a perfect input for the discussion of relevant skills and behaviors for a job.\n A report in which each respondent group identifies the skills and behaviors they consider important for function. The ultimate starting point for a conversation about profiling a job. Multiple choice questionnaire complemented with open questions. Selection, Development, Performance and Evaluation<\/div>","protected":false},"author":6,"featured_media":11486,"template":"","assessments_segment":[675,681],"assessments_category":[663,654,653],"class_list":["post-7800","assessments","type-assessments","status-publish","has-post-thumbnail","hentry","assessments_segment-feedback-behaviour","assessments_segment-skills","assessments_category-preselection","assessments_category-development","assessments_category-performance-assessment"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Job Profiler - hrmforce<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/hrmforce.com\/en\/assessments\/job-profiler\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Job Profiler - hrmforce\" \/>\n<meta property=\"og:description\" content=\"Understanding which competencies and behaviors are relevant to the different recipient groups to function as an input for selection, development and performance management. 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