The document discusses career guidance and counseling provided by Mentoronics to SoftTech engineers. It provides an overview of changing job prospects over the past 30 years in India, with more jobs now available in the private sector compared to government. However, the main problem is unemployability rather than unemployment, as employers seek candidates with skills beyond academic qualifications. The document outlines skills and traits in demand by industries, as well as common interview questions. It also discusses improving communication skills and managing impressions with employers. Mentoronics aims to help candidates identify their strengths and weaknesses to become job-ready.
This presentation is about a special project The English Academy has started to help professionals and students develop soft skills, an extremely important requirement for success in personal and professional life
This presentation is about a special project The English Academy has started to help professionals and students develop soft skills, an extremely important requirement for success in personal and professional life
How Automated Online Reference-Checking Is Changing the Hiring GameHuman Capital Media
Research from SHRM shows that 96 percent of human resources professionals check references, yet less than 25 percent of those checks are able to produce adequate information beyond employment verification. What happened to reference-checking?
This session will examine where the reference-checking function has come from in the past — when it was a hiring formality that was checked off and completed over the phone — to its evolution now as an opportunity to collect 360-degree feedback that predicts performance and retention.
Learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in two days for each job candidate, and how to avoid the 10-15 percent of candidates who score low with references. Also, see an overview of how this technology infuses consistency, reliability and validity into each reference check and obtains scores that identify candidates’ developmental needs.
What will participants learn?
How to improve quality-of-hire by avoiding the 10-15 percent of candidates who score low with references.
How to capture behavioral feedback from five references in two days for each candidate.
How to infuse consistency, reliability and validity into each reference check.
How to identify developmental needs of each candidate.
How to provide information to hiring managers that influences decisions.
In this file, you can ref dental nurse interview tips with interview questions & answers, other dental nurse interview tips materials such as: interview thank you letters, types of interview questions
#FIRMday London 23 April 2015 - Talent Q - Protect your revenues and profits ...Emma Mirrington
Ian Kershaw, Principle Client Partner at Talent Q, ‘Protect your revenues and profits even
when rejecting applicants’ With 150,000 applicants for 6,000 Customer Advisor roles within
362 B&Q stores each year, 144,000 candidates will come away disappointed. Not handling the
unsuccessful candidates the right way could result in loss of customer brand loyalty and
- ultimately - their lifetime business.
Training Slides of Behavioral Interview - Selecting Quality Employees for a Quality Organization, discussing the importance of Interview.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
The subject of increasing productivity has been dealt with under four topics.
Management vs. Self-Management.
Objectivity in Action.
The Secret of Success
Aids to Success
The first topic deals with self-management. Management of one’s own personality. Self-management plays an important role in increasing productivity in the realm of your activity. The second topic highlights objectivity as the essence of productivity. When you maintain objectivity in your actions you become efficient and productive. The third explains how action is related to success. Your present action is the cause that brings about success or failure as its effect in the future. The last topic presents certain practical aids for achieving success.
Management comprises three basic factors.
Manager … Individual … Subject
Managed … Material and Men … Object
Managing…Function …Relationship between subject and object.
The corporations provide their managers adequate material and human resources for executing the work entrusted to them. The second factor of management is well taken care of. They also make sure they appoint a manager with appropriate academic and technical knowledge to execute his work. They are convinced that his qualification is adequate for him to function at optimum capacity.
Thus the third factor of management is provided for as well. Corporate bodies understand and operate only in these two realms. They do not attend to the first factor at all. They do not relate to the manager as an individual. His inner being. His mental stability. How much of the manager’s mind and intellect is available for him to fulfill his managerial obligation. These factors are not known in management circles. Much less analyzed. And least attended to.
A manager is basically an individual. The individual plays the role of manager in his office. But he has several other roles to play in his life as well. As a citizen of his country. Father of his family, captain of the football team, secretary of the club and others.
But then, what happens to the manifold roles while an individual plays the role of a manager? How does he deal with them? Does he leave them behind? Bring them along with him into his present role? If he does, he will remember his other roles while performing the present one. Then, would not the memory of his other roles interfere with his concentration in the present role? His attention must focus on the present to render his work productive. He cannot afford to dissipate his concentration on other thoughts. But then, can he afford to drop the memory of all other roles, associations and relations? Forget completely that he is a citizen of his country or father of his family while acting as a manager in his company? If he does so, will he not impinge upon his other obligations? Either way, he would face a problem.
How Automated Online Reference-Checking Is Changing the Hiring GameHuman Capital Media
Research from SHRM shows that 96 percent of human resources professionals check references, yet less than 25 percent of those checks are able to produce adequate information beyond employment verification. What happened to reference-checking?
This session will examine where the reference-checking function has come from in the past — when it was a hiring formality that was checked off and completed over the phone — to its evolution now as an opportunity to collect 360-degree feedback that predicts performance and retention.
Learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in two days for each job candidate, and how to avoid the 10-15 percent of candidates who score low with references. Also, see an overview of how this technology infuses consistency, reliability and validity into each reference check and obtains scores that identify candidates’ developmental needs.
What will participants learn?
How to improve quality-of-hire by avoiding the 10-15 percent of candidates who score low with references.
How to capture behavioral feedback from five references in two days for each candidate.
How to infuse consistency, reliability and validity into each reference check.
How to identify developmental needs of each candidate.
How to provide information to hiring managers that influences decisions.
In this file, you can ref dental nurse interview tips with interview questions & answers, other dental nurse interview tips materials such as: interview thank you letters, types of interview questions
#FIRMday London 23 April 2015 - Talent Q - Protect your revenues and profits ...Emma Mirrington
Ian Kershaw, Principle Client Partner at Talent Q, ‘Protect your revenues and profits even
when rejecting applicants’ With 150,000 applicants for 6,000 Customer Advisor roles within
362 B&Q stores each year, 144,000 candidates will come away disappointed. Not handling the
unsuccessful candidates the right way could result in loss of customer brand loyalty and
- ultimately - their lifetime business.
Training Slides of Behavioral Interview - Selecting Quality Employees for a Quality Organization, discussing the importance of Interview.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
The subject of increasing productivity has been dealt with under four topics.
Management vs. Self-Management.
Objectivity in Action.
The Secret of Success
Aids to Success
The first topic deals with self-management. Management of one’s own personality. Self-management plays an important role in increasing productivity in the realm of your activity. The second topic highlights objectivity as the essence of productivity. When you maintain objectivity in your actions you become efficient and productive. The third explains how action is related to success. Your present action is the cause that brings about success or failure as its effect in the future. The last topic presents certain practical aids for achieving success.
Management comprises three basic factors.
Manager … Individual … Subject
Managed … Material and Men … Object
Managing…Function …Relationship between subject and object.
The corporations provide their managers adequate material and human resources for executing the work entrusted to them. The second factor of management is well taken care of. They also make sure they appoint a manager with appropriate academic and technical knowledge to execute his work. They are convinced that his qualification is adequate for him to function at optimum capacity.
Thus the third factor of management is provided for as well. Corporate bodies understand and operate only in these two realms. They do not attend to the first factor at all. They do not relate to the manager as an individual. His inner being. His mental stability. How much of the manager’s mind and intellect is available for him to fulfill his managerial obligation. These factors are not known in management circles. Much less analyzed. And least attended to.
A manager is basically an individual. The individual plays the role of manager in his office. But he has several other roles to play in his life as well. As a citizen of his country. Father of his family, captain of the football team, secretary of the club and others.
But then, what happens to the manifold roles while an individual plays the role of a manager? How does he deal with them? Does he leave them behind? Bring them along with him into his present role? If he does, he will remember his other roles while performing the present one. Then, would not the memory of his other roles interfere with his concentration in the present role? His attention must focus on the present to render his work productive. He cannot afford to dissipate his concentration on other thoughts. But then, can he afford to drop the memory of all other roles, associations and relations? Forget completely that he is a citizen of his country or father of his family while acting as a manager in his company? If he does so, will he not impinge upon his other obligations? Either way, he would face a problem.
PDF file have few slides for young professionals who have just started their career or for teachers and training facilitators covering Goal Setting and Time Management under the main heading of "Self Management"
Recruiting in the world of machine learningUri Eliabayev
Recruiting data scientists is not an easy task. Many corporates and startups are seeking the best candidates and sometimes struggle to hire them. For that reason, I have organized an event at the Google Campus TLV which gather all the knowledge I have in this field in order to help companies in their Recruiting efforts.
Those slides will help you to better understand the local AI community and will give you some tips on how to approach the top talent in this field and what they are truly looking for.
This presentation has three parts:
1. A general overview of the Local Machine & Deep learning community (Israel). This data is based on the survey I did at the end of 2017.
2. Insights from the community job board. The job board has more than 100 positions with more than 550 CV's sent since it launch.
3. Tips for Recruiting data scientists. Five tips which will help anyone who is planning to recruit data scientists in the future.
HOW AI IS CHANGING THE WAY YOU RECRUIT AND HIRE TOP TALENTHuman Capital Media
The continuous evolution of technology is changing the way we conduct business. New skills and roles are being introduced into the workforce at a record pace. This means that recruiters are tasked with finding and screening candidates that fit both the current and future needs of the organization, while also considering organizational fit. So how can recruiters continue to thrive in an era of constant change?
This session will provide attendees:
An understanding of how technology is impacting candidates’ expectations of the hiring process
How organizations can identify top talent with advanced, predictive selection assessments
This presentation covers:
Strategies for crafting a customized talent pipeline approach
Managing the current skills gap in the American workforce
How ineffective applicant screening can cause you to miss out on the best professionals
Where to look for top candidates and how to get them looking for you.
Key Takeaway:
Colleges today face specific and unique challenges as they help their students out of the classroom and into the workforce. This session offers practical and strategic tools to help bridge the “Skills Gap” that students coming out of college face today as well as tools which help engage everyone’s participation in improving employment outcomes for your Graduates.
Description (paragraph form)
With an increased pressure on Institutions of Higher Learning to substantiate their course offerings with respect to employability; now more than ever, programs designed to specifically address soft-skills are the only viable way to prepare the student and close the “skills gap” that exists in the job market today.
More and more recent college graduates struggle to gain entry into their field due to what employers claim is a lack of hands on experience, professionalism and business acumen in students coming directly out of college.
Join highly-rated speaker Ann Cross for this interactive and engaging presentation about the benefits of incorporating soft-skills training through experiential learning into the student experience. For those who already have soft-skills training as part of your course offerings, this workshop will share some of the best practices from around the country.
The Sparrow Group has visited dozens of campuses in the last five years, and has seen what works, as well as the common mistakes and missed opportunities. This is not a theoretical workshop, but rather a workshop that focuses on practical, tactical programs that you can implement immediately. You’ll hear stories of success, see data that supports outcomes, and leave with tools that you can take back to the campus and use to improve employment outcomes.
Covers:
- Trends in Recruitment
- How culture changes as a company scales and how the culture shift impacts recruitment
- How to set realistic hiring expectations in order to hire quality candidates
- Hiring strategies for technical roles
Interview = A meeting with an objective
Employer’s objective is to find the best person for the job
“Employer”: Reviews candidate’s experience and abilities
Can you do the job? (skills, ability, qualifications)
Will you do the job? (interest, attitude & motivation)
How will you fit into the organization? (personality)
“You”: Impress employer and assess the position on offer
What does this position offer me? (salary, interest areas)
How does it fit with my career plans? (aspiration, growth)
Congratulations - you have passed the first hurdle
You must prove that you are the most suitable candidate for this position
Students in traditional brick and mortar classrooms are changing the way they learn and interact. Today’s students have grown up in a digital world and demand that schools keep in step with their learning styles. The In-house features of Unfurl create a rich and engaging learning environment that allows students to benefit fully from this platform regardless of their preferred learning styles. When you use the Unfurl platform with your enrolled students, you expand their learning experience by keeping them in contact with each other and engaged in ongoing collaboration.
Interviewing: Department-Related Questions Top Pharma Pros Should AskWiley Job Network
A critical but common error made by many Pharma applicants is failing to ask questions during job interviews. This is a major mistake because most managers in the pharmaceutical industry have a scientific background and as a result, they expect “questioning behavior”. By asking questions, an applicant demonstrates that they are proactive, well prepared and very interested in the position.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
4. Your job prospects then and now
• About 30 years ago, in India, it was the Government that provided
most of the jobs.
• 400-600 jobs were available for every 1,000 students.
• Only 100-150 jobs were in Private Sector.
• unemployed or underemployed people = 200 (20% of Total
Passed)
Confidential to SoftTech Engineers Pvt. Ltd. Pune
5. Your job prospects then and now
• After some time– with boom in private sector
• 400-500 jobs were available for every 1,000 students. But more
jobs in Private Sector and fewer in Govt. Departments.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
6. Your job prospects then and now
• In today’s Information Technology World, the number of
educated people vying for jobs has on an average = 1,500.
• Employment in Govt. and Private Sector = 750
• Job opportunity from 15 developed countries for Indians = 500
Confidential to SoftTech Engineers Pvt. Ltd. Pune
7. Unemployment is not the problem
• The problem is un-employability.
• Are you employable?
• Are employers looking for people like you?
• People who have the same degrees as you?
• People who have the same skills as you?
Or, are they looking for something more
in you?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
8. The demand now
• Yes, employers nowadays look for something more in you.
• Employers are looking for energetic, dynamic and self-motivated
candidates.
• Possessing the required academic qualifications does not mean
you are fit for the particular job.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
9. The situation according to experts
• "The current system produces candidates who are not ready for
the industry."
• "Students are made to limit themselves to textbooks and marks.
They often shock the interviewers with half-baked theoretical
knowledge, lack of practical knowledge, and high expectations.
Therefore, it is high time that they equipped themselves with the
required skills to survive in this dynamic world."
Confidential to SoftTech Engineers Pvt. Ltd. Pune
10. The situation that the experts want
• Representatives from various industry sectors (IT, IT-Enabled
Services, Telecom, IT-Enabled Engineering, Engineering, Power
and Mining, Retailing, Financial Services, and Software Services)
said
'In the new trend, companies are looking for job-ready students
from day one. Small companies don't have the time or the
financial resources to train fresh graduates for long periods to
make them job-savvy. So they expect to induct job-ready students
who deliver results immediately. "
Confidential to SoftTech Engineers Pvt. Ltd. Pune
11. The situation that the experts want
• "Employers today look for generic qualifications, not specific ones.
Companies basically look for
• People who can perform and deliver,
• Rather than brilliant people who will not perform."
Confidential to SoftTech Engineers Pvt. Ltd. Pune
12. The situation that the experts want
• "Fresh graduates should be adaptive to change. Only then can
they enter and survive in modern organizations. A candidate who
is average in studies but possesses this skill [ adaptation] is
preferred.“
• So, the Industry HR managers say they have jobs but are unable to
find candidates with adequate skills.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
13. Skills that new industries want you to have
According to the industry experts, here are some of the skills and traits that
you should have along with the requisite degree.
• Proactivity Work ethics
• Quick learning ability Customer-Centric skills
• Tolerance to ambiguity Listening skills
• Communication skills (oral and written) Stress management skills
• The ability to treat problems as opportunities Negotiation skills
• Leadership Commitment
• Analytical skills Conflict Management Skills
• The ability to work effectively in teams Organization savvy
• Initiative Decision-Making skills
• Positive attitude Creativity
• Interpersonal skills.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
14. Skills that new industries want you to have
The industry expects you to have these skills before you take up
your first job. These are only some of the skills that employers
want you to have.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
15. But the experts are optimistic
• "There are tremendous opportunities in today's market and with a
little more effort a fresh Graduate/Technician can make a great
career."
• "The situation can be rectified with the help of Mentoronics."
• Are you ready for that little extra effort?
• It could affect your career lifelong.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
16. How Mentoronics makes you employable
• Mentoronics helps you make that little extra effort — which makes your
career secure.
• Mentoronics first makes you aware of the employment options that you
have, and tells you how you can prepare yourself for them.
• You will find out more details about the rapidly changing job scenario,
where you stand, and what you can do to bridge the two.
• Mentoronics help you to identify your strengths and weaknesses in the
light of the expectations of the industry that will employ you.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
17. Expected Questions from Employer
You should be prepared for the questions given below.
• Tell us about yourself.
• What are your career objectives?
• What factors did you consider in making these objectives?
• Why are you choosing this particular field for a career?
• What are your most significant achievements?
• What are your strengths?
• What are your weaknesses? How will you overcome them?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
18. Expected Questions form Employer
• How do you think these weaknesses will relate to the position you
have applied for?
• Where do you see yourself five years from now?
• What could be your biggest contribution to our organization?
• Why should we choose you for this position?
• Describe a situation in which you used your leadership skills.
• Are your grades an indicator of your academic ability?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
19. Expected Questions from Employer
• Why should we hire you?
• What differentiates you from other candidates?
• How many squares are there in a chessboard?
• Why does the value of the Rupee fluctuate in relation to the
Dollar?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
20. Expected Questions from Employer
• What is the difference between Sales and Marketing?
• What is advertising?
• Why is a yearly budget prepared?
• Why should we consider giving you this job when we have
candidates more experienced than you?
• Do you think doing a postgraduate degree course will improve
your job prospects?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
21. What impression will employers have of you?
• Did you know that impression management can be used to
exercise power over the environment, in an interview, and at a
job?
• Do you know any impression management tactics?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
22. What impression will employers have of you?
• Do you know that you could unconsciously be presenting yourself
to an employer as
– Intimidating: Presenting yourself as powerful or irrational to the interviewer.
– Supplicating: Presenting yourself as weak or irresponsible to receive nurture from the
interviewer.
– Exemplifying: Presenting yourself as morally superior to create a sense of unease in the
interviewer.
– Self-promoting: Present yourself as a competent and effective person to gain respect.
– Ingratiating: Presenting yourself in ways which you think will make the interviewer like you.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
23. What impression will employers have of you?
• You could control any situation (say, an interview) instead of being
overwhelmed by it.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
24. Test your proficiency
• Employers nowadays expect a certain level of communication skill
in you — for any job. How good are your oral and written
communication skills?
• Do you know the basic "rules" of English? Is your knowledge
sufficient to get you a job? More important, is this knowledge
sufficient to keep you in the job?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
25. Test your proficiency
Why don't you check?
• Is something completely unique or just unique?
• Is somebody fatally ill or just ill?
• Can an airplane be completely destroyed?
• Are you basically a student or actually a student or just a student?
• Do the officers meets or do they meet?
• The Principal, along with other teachers who have been considering the
long-term implications of the new rules, are going to reconsider them?
Or is she going to reconsider them?
• It's hot or its hot?
• Have you ever seen hockey players compete in a level playing field?
• Did Kerala have torrential rain? If so, what is a torrent?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
26. Test your proficiency
Your communication skills may be the first barrier to cross in
the selection process for any job.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
27. Answers to Guess how employable you are
• Indian companies account for over 50 percent of worldwide
business process outsourcing. Do you realize how employable
that makes you?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
28. Answers to Guess how employable you are
• There are more than 4000 call centers in India, which
service US clients, corporate, banks, and credit card
companies. How employable does that make you?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
29. Answers to Guess how employable you are
• The Indian medical transcription market is growing at the rate of
20 percent. Do you think you can get into this industry?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
30. Answers to Guess how employable you are
• The organized retail market, where you could be employed,
accounted for Rs. 25,500 crore in 2010. Do you think you can
get into this industry?
Year 2007 records
Confidential to SoftTech Engineers Pvt. Ltd. Pune
31. Answers to Guess how employable you are
• A fresh graduate can get, on an average, Rs. 8,000 as salary in his
or her first job as a graphic designer. Do you have a realistic
picture about salaries that fresh graduates get in different
industries?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
32. Answers to Guess how employable you are
• The healthcare industry employs at least 15 lakh people, including
nurses and technicians. Are you ready for a job in this industry?
33. Answers to Guess how employable you are
• To get the job of a credit analyst you should be a graduate or
an MBA. Does that make you employable?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
34. Answers to Guess how employable you are
• In 2002, the percentage of graduates (in any subject) needed by
industries was 37. Are you a graduate who thinks it is tough to get
a job?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
35. Answers to Guess how employable you are
• Of the tens of thousands of IT-enabled services jobs that were
available last year, 50 percent remained unfilled because the
candidates lacked essential skills, not degrees. Does that set you
thinking?
• The Pharma industry has been growing at over 20 percent for the
past 20 years. Have you considered making a career in this
industry?
Confidential to SoftTech Engineers Pvt. Ltd. Pune
36. Answers to Guess how employable you are
• During the last three years, when the industry was not doing very
well, 1.3 crore jobs were created in the IT sector! So, don't let
anyone fool you into thinking that there are no jobs out there! You
just need the right skills.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
37. What your self-assessment score means:
1. My Competencies:
F1: Talent, Skill, Attitude
This person enjoys being with others. He loves parties, loves to be
a part of a group or a club and attend gatherings. He wants to be
the center of attention and feels comfortable while conversing
with strangers.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
38. What your self-assessment score means:
1. My Competencies:
F2: Gregarious, Adaptability
This kind of person easily accepts and adapts to changing ideas,
technology, situations, and conditions. He handles crises
appropriately—functioning effectively under stress. He accepts
alternative procedures, and appreciates different perspectives.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
39. What your self-assessment score means:
1. My Competencies:
F3: Follow Up
This means pursuing activities for reinforcing the earlier ones
without feeling fed up. It includes sticking to schedules, discussing
matters, reminding, and offering assistance to others to get the
work done.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
40. What your self-assessment score means:
1. My Competencies:
F4: Facing Deadlines
This denotes a high self-motivation toward work, which includes
working undeterred by material constraints or unfavorable
conditions. Every effort is made to meet the deadlines.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
41. What your self-assessment score means:
1. My Competencies:
F5: Competitiveness
An attitude to strive for the best when making comparisons with
some standard of excellence. It involves comparison of one's own
potential with others, efforts to pursue goals, persistence, and
intensity of efforts. Competitiveness means doing better and
perhaps faster than others, presumably at a lower cost.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
42. What your self-assessment score means:
1. My Competencies:
F6: Analytical Reasoning
It is the ability to analyze information, draw logical conclusions,
critically evaluate all aspects, and the possible consequences of
each action.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
43. What your self-assessment score means:
1. My Competencies:
F7: Proactiveness
It is the belief that one controls key events in one's life and feels
responsible for it. People who govern from this attitude do not
blame circumstances and their decisions are based on their own
conscious choice. These people take initiatives and are prepared
for contingencies.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
44. What your self-assessment score means:
1. My Competencies:
F8: Updating Knowledge for Professional Growth
It is spending time and resources to know what is happening in
their professional field continually. This is done by means of
enrolling for membership of various bodies and subscribing to
magazines; they indulge in self-study and formal or informal
discussions. They identify the important factors in their area of
interest and influence and predict how they would affect their
professional growth.
45. What your self-assessment score means:
1. My Competencies:
F9: Analytical Abilities
It is more concerned with an individual's capacity to deal quickly
and accurately with numbers or qualitative values.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
46. What your self-assessment score means:
1. My Competencies:
F10:Team /Time Management
It is the willingness to work closely with others toward a common
goal as opposed to working in competition with others. It includes
sharing of information, cooperation, speaking positively to create
team-spirit, seeking ideas and opinions of others, promoting
cooperation and discussing conflicts with team members openly
to find solutions.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
47. What your self-assessment score means:
1. My Competencies:
F11: Project Management
It is defined as arranging and grouping things and activities,
establishing authority and allocating resources required to carry
out a specific plan.
Confidential to SoftTech Engineers Pvt. Ltd. Pune
48. What your self-assessment score means:
1. My Competencies:
F12:Human Resource Management
These people rarely get and excited or agitated. They are on good
terms with almost everyone because they accept people as they
are. They handle tasks smoothly and are easy to satisfy.
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49. What your self-assessment score means:
1. My Competencies:
F14: Problem Solving Skills
It is the ability to systematically address and resolve problems by
reflecting on the problem, understanding, devising a plan and
implementing a solution.
50. What your self-assessment score means:
1. My Competencies:
F15: Situational Leadership For WIN WIN
It means behaving in a way that is socially correct, being aware of
and caring for other people's feelings. It means creating an
environment of comfort and respect for others and not getting
annoyed by their behavior. They know the art of winning people.
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51. What your self-assessment score means:
1. My Competencies:
F16:Cheerfulness
It means having a happy disposition— expressing childish joy and
smiling a lot. These people see the beauty in things, which others
might not. They have a rich imagination and tell others might not.
They have a rich imagination and tell entertaining stories.
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52. What your self-assessment score means:
1. My Competencies:
F17: Resource Management
This is the ability to meet situations—devising ways and means,
using resources appropriately to solve complex problems.
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53. What your self-assessment score means:
1. My Competencies:
F18: Mental Agility
It is the ability to grasp new concepts quickly and clearly. It also
means applying knowledge and experience to understand tricky
situations and having an attentive mind.
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54. What your self-assessment score means:
1. My Competencies:
F19: Empathetic/Symphathetic
It means deep sympathy for others; and to be kind and helpful
towards them. People with this trait tend to forgive others easily.
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55. What your self-assessment score means:
1. My Competencies:
F20: Perseverance/Patience
It emphasizes the capacity to endure delay or incompetence
without complaining.
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56. What your self-assessment score means:
2. Basic Orientation Code:
F22:Extrovertness
• This is an orientation in which the focus is on people and things.
F22s want an action-oriented work environment, prefer to be
amid people and have many interests. They reach decisions by
talking them out and getting feed back. They tend to be faster,
dislike complicated procedure and are impatient with long and
slow jobs done alone and they communicate, generally, freely.
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57. What your self-assessment score means:
2. Basic Orientation Code:
F23: Introvertness
• This is an orientation in which the focus is on ideas and
concepts, i.e. on internal reality. F23s prefer quiet work
environments where they can work alone, and have fewer but
deep interests. They reach decisions by processing them
internally and sharing the final decision with others. They are
careful with detail and can work for long periods of time on a
project without interruptions. F23s are interested in details and
ideas behind the job and think before acting.
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58. What your self-assessment score means:
2. Basic Orientation Code:
F24: Problem Solving Abilities:
• The F24 function refers to the perception of the internal and
external world through the five senses. It focuses on the
present and on concrete information gained from senses.
People high on 'F24' function deal with details and reality, and
are practical. They prefer learned skills, using and perfecting
the learned skills, pay attention to details, and prefer standard
ways of solving problems and established order for doing
things. They generally reach a conclusion step by step, and get
impatient when situations get complicated.
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59. What your self-assessment score means:
2. Basic Orientation Code:
F25:Innovative - Intutitive
• This function refers to the perception of the internal and
external world through the unconscious. It focuses on the
future, with a view toward patterns and possibilities, rather
than current external realities. People high on F25 prefer
adding new skills, look at the big picture, are patient with
reality, prefer solving problems in new ways, dislike routine and
enjoy learning new skills more than using them. They reach an
understanding quickly, are patient with complex Situation,
follow inspirations regardless of data, generally make errors in
fact, and try to create something new with personal insight.
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60. What your self-assessment score means:
2. Basic Orientation Code:
F26: Decision Making Abilities
• The F26 function represents the logical and rational thought-
processes. It is the ability to make evaluations and judgments
based on logic and ideas, rather than on personal values. People
high on this function focus on the logic of a situation, truth and
principles. They prefer a work environment that is brief and
businesslike, and are good at making intellectual criticisms and
providing solutions to problems. They like analysis and order, do
not show emotions readily and are often uncomfortable with
others' feelings, and may hurt others' feelings without knowing it.
They need to be treated fairly in accordance with prevailing
standards and they respond best to others' thoughts.
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61. What your self-assessment score means:
2. Basic Orientation Code:
F27:People Centric
• The F27 function represents the discrimination of values, internal
and external. It is the ability to make evaluations and judgments
based on values, rather than on logical categories and ideas. The
F27 function is essential for determining whether something is
agreeable or not agreeable, likable or not likable, important or
not important. In this case F27 is not to be confused with
emotion, which can show up in any function.
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62. What your self-assessment score means:
2. Basic Orientation Code:
F27:People Centric
A person with a high score on this function focuses on human
values and needs and harmony. Therefore, they prefer friendly
and personal work environments, are loyal, supportive and caring
and allow decisions to be influenced by likes and dislikes. They
need praise and attention, dislike and even avoid unpleasant
encounters. They are more people-oriented.
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63. What your self-assessment score means:
2. Basic Orientation Code:
F28: Project Management
• F28 is an orientation in approaching the world. People high on
this dimension are decisive, self-regimented, value careful
planning, and value order and predictability in their surroundings.
They work best when they can plan their work and follow the
plan. They like to get things settled, may decide too quickly and
move from one task to another only after the completion of the
task on hand. They get so engrossed in the job that they are
doing that they may not notice new things that need to be done.
They generally want only the essentials to begin their work and
are satisfied once they reach a judgment on a thing, situation or
person.
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64. What your self-assessment score means:
2. Basic Orientation Code:
F29: Adaptiveness
• F29 is an orientation in approaching the world. People scoring
high on this are curious, spontaneous, flexible, / adaptable, and
tolerant. They focus on starting tasks (rather than first completing
the current ones) and tend to postpone decisions. They generally
adapt well to changing situations and prefer leaving things open
for alterations. They may postpone unpleasant jobs while finding
other things more interesting; they generally want to know all
about a new job/task, and are curious and welcome a new
insight/piece of information on a thing, situation, or person.
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