From: owner-ammf-digest@smoe.org (alt.music.moxy-fruvous digest) To: ammf-digest@smoe.org Subject: alt.music.moxy-fruvous digest V14 #3623 Reply-To: ammf@fruvous.com Sender: owner-ammf-digest@smoe.org Errors-To: owner-ammf-digest@smoe.org Precedence: bulk alt.music.moxy-fruvous digest Friday, February 7 2020 Volume 14 : Number 3623 Today's Subjects: ----------------- Prostate ["Prostate Discovery" ] ---------------------------------------------------------------------- Date: Fri, 7 Feb 2020 09:29:00 -0500 From: "Prostate Discovery" Subject: Prostate Prostate http://cbstate.buzz/IVZ_7vE7QVZaMSdt0FPvP346A4tdgVodno4tJq3gvhEkTA http://cbstate.buzz/M_E3TKtmZVVAqMbazuGG1BJwqwm0scnkb-BssorAlZ2VUw Enables people to perform competency assessments in order to identify skill gaps at an individual and aggregate level When self-assessments are included, drives intrinsic motivation for individuals to close their own gaps Identifies re-skilling and upskilling opportunities for individuals, or consideration of other job roles Ensures organizations can rapidly act, support their people, and remain competitive Performance management: Provides regular measurement of targeted behaviors and performance outcomes linked to job competency profile critical factors. Provides a shared understanding of what will be monitored, measured, and rewarded Focuses and facilitates the performance appraisal discussion appropriately on performance and development Provides focus for gaining information about a person's behavior on the job Facilitates effectiveness goal-setting around required development efforts and performance outcomes Selection: The use of behavioral interviewing and testing where appropriate, to screen job candidates based on whether they possess the key necessary job competency profile: Provides a complete picture of the job requirements Increases the likelihood of selecting and interviewing only individuals who are likely to succeed on the job Minimizes the investment (both time and money) in people who may not meet the company's expectations Enables a more systematic and valid interview and selection process Helps distinguish between competencies that are trainable after hiring and those are more difficult to develop Succession planning: Careful, methodical preparation focused on retaining and growing the competency portfolios critical for the organization to survive and prosper Provides a method to assess candidatesb readiness for the role Focuses training and development plans to address missing competencies or gaps in competency proficiency levels Allows an organization to measures its bbench strengthbbthe number of high-potential performers and what they need to acquire to step up to the next level Provides a competency framework for the transfer of critical knowledge, skills, and experience prior to succession b and for preparing candidates for this transfer via training, coaching and mentoring Informs curriculum development for leadership development programs, a necessary component for management succession planning Training and development: Development of individual learning plans for individual or groups of employees based on the measurable bgapsb between job competencies or competency proficiency levels required for their jobs and the competency portfolio processed by the incumbent. Focuses training and development plans to address missing competencies or raise level of proficiency ------------------------------ End of alt.music.moxy-fruvous digest V14 #3623 **********************************************