Competencies

Up until now many HR-related decisions are still made intuitively and potential identification has been no exception. Most companies are solely relying on unstandardized managerial input to make decisions about their employees’ potential. However, this process has repeatedly proven to be skewed or biased, resulting in unfair decision-making and failed high-potential programs.

Instead, Cubiks has taken it to heart to encourage and assist clients in using data as the basis for high stakes HR-related decisions. We have therefore implemented a more objective and data-driven approach to identifying potential in a large international consultancy organization. More specifically, by using upward mobility ratings as a proxy variable for potential, Cubiks has developed an algorithm which combined personality data and self/others competency ratings to assess individual potential. This information was subsequently combined with performance data to position individuals in a 9-box grid. As this improved version of the organization’s 9-box grid relied on multiple internal as well as external data sources and a validated algorithm of potential, it could reliably be embedded in the organization’s performance management system to make informed decisions with regards to career progression.

We will detail our methodology, the underlying data analysis, its results and corresponding organizational outcomes. In addition, we will discuss and address some common challenges practitioners may face when embarking on a people analytics journey, such data quality, data privacy (GDPR) and mindset shifts.

Öz:
Bu araştırmanın temel amacı; halk eğitim merkezlerinde çalışan personelin yaşam boyu öğrenme anahtar yeterliklerine yönelik algılarını tespit etmektir. Bunun yanı sıra katılımcıların algı düzeyleri arasında; cinsiyet, görev, yaş, çalışma süresi değişkenleri temelinde istatistiki açıdan anlamlı farklılık olup olmadığını da tespit etmek amaçlanmıştır. Araştırmanın problem durumu; kesitsel çalışmaların anket çalışması, betimsel tarama modeli temelinde çözümlenmiştir. Araştırmanın çalışma grubu, 2016-2017 eğitim öğretim yılında, Sakarya il sınırları içerisinde halk eğitim merkezlerinde çalışan yönetici (müdür, müdür başyardımcısı, müdür yardımcısı) (27), öğretmen (28) ve usta öğretici (177) olmak üzere toplamda 232 katılımcıdan oluşmaktadır. Araştırma verileri; Şahin, Akbaşlı ve Yanpar Yelken (2010) tarafından geliştirilen " Yaşam Boyu Öğrenme Anahtar Yeterlikler Ölçeği " aracılı-ğıyla elde edilmiştir. Cinsiyet değişkenine göre sekiz alt boyutun herhangi birisinde katılımcıların algıları arasında anlamlı bir farklılık olmadığı tespit edilmiştir. Görev, yaş ve görev süresi değişken-leri temelinde bazı boyutlarda katılımcıların algıları arasında istatistiki açıdan anlamlı farklılıklar olduğu tespit edilmiştir.

Abstract:
The research mainly aims to determine the perception regarding lifelong learning key competencies of personnel working at public education centers. Furthermore, it aims to examine whether this perception level of the sample reveals significant differences in terms of gender, profession, age, and years of experience or not. The cross-sectional survey implementation was designed for the research. The study group consisted of 27 administrators (principals, chief deputy principals, deputy principals), 28 teachers and 177 master trainers, a total of 232 participants from the public education centers (Halk Eğitim Merkezleri) in the province of Sakarya city during fall semester of 2016-2017 academic year. ‘Key competences for lifelong learning scale’ developed by Şahin, Akbaşlı and Yanpar Yelken (2010) was used to collect the data. Regarding gender, there are not any significant differences between female and male with respect to levels of the dimensions. Considering profession, age, years of experience, there are statistically significant differences between sub-groups with respect to a/some dimension(s).

The competencies of graphic design graduates are always a concern for design educators and industry professionals. However, limited evidence has been offered by past studies on the existence of a set of competency standards for new entrants to graphic design profession. Also, there seems to exist a very few studies on the tool used to measure the graduates' competency levels that can be found from the literature review. This paper intends to describe a conceptual framework used to develop a model and instrument for competency assessment of graphic design graduates in the context of Malaysia. The conceptual framework described in this paper will include the factors that constantly affect the competencies (knowledge, skills, personal traits, self-concept, and motives) of graphic design graduates.

This paper aims to illustrate a systematic procedure in developing a model and measurement instrument to measure the competency levels of graphic design graduates. A review of literature indicated that the development of a competency model and instrument for a specific job or profession begins with identifying competency constructs and items through observation, literature review, document analysis, and interviewing. The methodological process described in this paper is furthered by means of modified Delphi Technique to gain consensus from a panel of experts and survey questionnaire to test the validity and reliability the competency instrument. Both qualitative and quantitative approaches are used in this process.

Aim: The purpose of this study was to identify and measure managerial competencies, skills and knowledge necessary for
a competent Operating Room (OR) nurse manager so to provide quality care.
Methods: The Nurse Manager Questionnaire was used in General and Army Hospitals with at least 5 operating suites. 153
Operating Room nurses and Operating Room nurse managers rated the 53 skills of the Questionnaire depending on how
essential those skills are for OR nurse manager (RR=81%). The 53 skills were separated in two columns one for
knowledge and understanding and one for ability to implement and/or use. Reliability of the questionnaire was Cronbach
(a) = 0.987.
Results: The decision-making, ethical principles and effective communication were identified as the most necessary
competencies for OR nurse manager when in contrast financial competencies were identified as the least necessary. The
nurse’s educational preparation effected technical, human and leadership competencies in proportional way (p≤0.05)
when nurse’s age seemed to affect inversely leadership (p≤0.027) and financial competencies (p≤0.034).
Conclusions: As the Operating Room is an extremely stressful place, staffed with qualified personnel with multiple and
even conflicting interests, OR nurse manager must be equipped with multiple competencies such as technical and human,
in order to be able to promote safety and quality of perioperative nursing care to the patient.

Symposium 296 Discussant Paper 16th April 2016

SYMPOSIUM TITLE

Exploring the Psychometric Properties of Personality Derailment Scales

SHORTENED TITLE

Psychometric Properties of Derailment Scales

ABSTRACT

Despite an increasing interest in personality derailers, there remains little consensus over their structure and measurement.  We seek to help fill this gap by presenting results from research efforts focused on measurement issues relating to personality derailers.  Our focus is on the measurement and psychometric properties of derailment scales. 

PRESS PARAGRAPH

Despite an increasing interest in personality derailers, there remains little consensus over their structure and measurement.  We seek to help fill this gap by presenting results from research efforts focused on measurement issues relating to personality derailers.  Our focus is on the measurement and psychometric properties of derailment scales.  Research presented in this symposium will cover (a) the development of criterion-based derailer scales, (b) a review of relationships between derailers, personal drives, and emotional intelligence competencies, (c) an examination of the factor structure and cross cultural relevance of derailers, and (d) a discussion of recommended future directions in the area.

WORD COUNTS
Component Paper
Word Count
General Summary
679
Bartram
931
Bywater & Stirling
894
Foster, Gaddis & Simonet
951
TOTAL
3455

SUMMARY ABSTRACT

Exploring the Psychometric Properties of Personality Derailment Scales
(Convener Jeff Foster, Ph.D., Hogan Assessment Systems)

Interest in personality derailers continues to grow, as indicated by recent publications including reviews (e.g., Spain, Harms, & LeBreton, 2013), special issues (e.g., Harms & Spain, 2015), and focal articles (e.g., Guenole, 2014).  However, measurement of derailers suffers from inconsistencies in terminology, measurement, and structural models (Foster & Gaddis, 2014).  Sometimes called dark-side or maladaptive personality, these scales measure characteristics that negatively affect job performance and may be disastrous for one’s career.

Despite this increasing interest, there remains little consensus over the structure and measurement of personality derailers.  In this symposium, we will help fill this gap by presenting results from research efforts focused on measurement issues relating to personality derailers.  Specifically, our focus is on the measurement and psychometric properties of derailment scales. 

First, Prof. Dave Bartram, using data collected on over 7,000 leaders, will present the results of factor analysis of line-manager derailer ratings. His analyses identified six criterion behavior derailer scales, and showed how these and an overall rated risk of derailment can be predicted using a variety of personality models (Big 5, Great 8 and a set of 9 DSM-IV-based Challenge scales). The personality predictors are all derived from the scales of the OPQ32r.  Dr. Bartram is Chief Psychologist for CEB’s Talent Measurement Lab. He is President of the International Test Commission and Extraordinary Professor in the Department of Human Resource Management at the University of Pretoria. Since joining SHL in 1998 he has been responsible for developments of the OPQ32 and of the Universal Competency Framework. He has published widely in the area of psychological testing both scientific research and in relation to professional issues.

Next, James Bywater and Emma Stirling will present options for measuring leadership derailment through non-traditional means such as personal drivers and motivations. They will also present data examining relationships between derailment predictors and Emotional Intelligence competencies.  James is a Business Psychologist and a chartered member of the British Psychological Society. He is a founder Member of the Association of Business Psychologists and the Special Group on Coaching Psychology. As Director of the Products and Innovation department at Talent Q, part of the global management consultancy Hay Group, he is responsible for all research and development activity within Talent Q. Emma works in the Products and Innovation department at Talent Q where she designs psychometric products in an international setting across 43 languages. Prior to joining Talent Q, Emma worked as Global Product Manager for the international assessment and development consultancy, Cubiks. Her work in the area of derailment includes analysis of latent class relationships with leadership styles and organizational climate and with personal drives and motivation.

Finally, Jeff Foster will discuss research examining the factor structure of derailment scales, taking into account both (a) scale- and facet-level results and (b) the cross-cultural equivalency of this structure.  As the Vice President of Science at Hogan Assessment Systems, Dr. Foster has over ten years of experience conducting organizational research using the Hogan Development Survey (HDS: Hogan & Hogan, 2009),  the first personality inventory developed specifically to assess derailer scales in working adult populations.  The HDS has been cited in over 50 peer-review publications and chapters and translated into over 40 languages.

Following these presentations, Dr. Rainer Kurz will serve as our discussant, reviewing the three presentations and their implications for measuring derailment.  Dr. Kurz is a Managing Consultant at Cubiks. He obtained his MSc. in Industrial Psychology from the University of Hull investigating rule based item generation. Over the last 25 years, Rainer researched and developed numerous assessment solutions for SHL (now CEB), Manpower’s Career Harmony and Saville Consulting. He has presented more than 100 contributions at conferences around the world and co-authored journal articles as well as book chapters. He embraced technology at the outset of his career spearheading research into onscreen testing, expert systems and validation methodology. The tools, models and competency frameworks Rainer developed are well regarded in practitioner user, test review and academic settings. Dr Kurz is the Science & Practice Convener of the BPS DOP and a member of the BPS Committee on Test Standards (CTS).

References

Foster, J.L., & Gaddis, B. H. (2014). Personality derailers: Where do we go from here? Industrial and Organizational Psychology: Perspectives on Science and Practice, 7, 403-408.

Guenole, N. (2014). Maladaptive personality at work: Exploring the darkness. Industrial and Organizational Psychology: Perspectives on Science and Practice, 7, 85–97.

Harms, P. D., & Spain, S. M. (2015). Beyond the Bright Side: Dark Personality at Work. Applied Psychology: An International Review, 64, 15-24.

Hogan, R., & Hogan, J. (2009). Hogan Development Survey manual (2nd ed.). Tulsa, OK: Hogan Press.

Spain, S. M., Harms, P., & LeBreton, J. M. (2013). The dark side of personality at work. Journal of Organizational Behavior, 35, 41-60.