Users Analysis - Revision history

Flc at 18:53, 23 November 2025

2025-11-23T18:53:20Z

← Older revision		Revision as of 18:53, 23 November 2025
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	[[File:Antecedents User.png\|right\|~~350px~~]]		[[File:Antecedents User.png\|right\|400px]]
	This note provides an analysis of the users of assessment techniques identified in phase 1 of the project and refined in phases 2 and 3. Although the original specific question and analysis focused on a leader's use of adaptive profiles, the propositions extend to analyses of other comparable measures and new users.		This note provides an analysis of the users of assessment techniques identified in phase 1 of the project and refined in phases 2 and 3. Although the original specific question and analysis focused on a leader's use of adaptive profiles, the propositions extend to analyses of other comparable measures and new users.

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	{\| class="wikitable" style="margin: auto;"		{\| class="wikitable" style="margin: auto;"
	! Characteristic !! colspan="2" \| ~~Encourages~~ "+" or ~~Hinders~~ "-" the Use of the Assessment Technique !! Code 3		! Characteristic !! colspan="2" \| Favors "+" or Delays "-" the Use or Replacement of the Assessment Technique !! Code 3
	\|-		\|-
	\| rowspan="2" \| Attitude toward answering an assessment \|\| + \|\| Open to answer the assessment technique: Positive, enthusiastic. \|\| rowspan="2" \| ATTT		\| rowspan="2" \| Attitude toward answering an assessment \|\| + \|\| Open to answer the assessment technique: Positive, enthusiastic. \|\| rowspan="2" \| ATTT

Flc at 17:43, 23 November 2025

2025-11-23T17:43:56Z

← Older revision		Revision as of 17:43, 23 November 2025
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	Phase 1 included five roles: leaders and managers (analyzed separately as trained and untrained), human resources executives, recruiters, consultants, and facilitators. Four additional roles were added later: career counselor, coach, clinician, and individual contributor. The present analysis accounted for these new roles. New propositions were added. Code 3, indicated in the table, is used to locate observations within the exploration field.		Phase 1 included five roles: leaders and managers (analyzed separately as trained and untrained), human resources executives, recruiters, consultants, and facilitators. Four additional roles were added later: career counselor, coach, clinician, and individual contributor. The present analysis accounted for these new roles. New propositions were added. Code 3, indicated in the table, is used to locate observations within the exploration field.

	~~=Analysis=~~
	{\| class="wikitable" style="margin: auto;"		{\| class="wikitable" style="margin: auto;"
	! Characteristic !! colspan="2" \| Encourages "+" or Hinders "-" the Use of the Assessment Technique !! Code 3		! Characteristic !! colspan="2" \| Encourages "+" or Hinders "-" the Use of the Assessment Technique !! Code 3
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	[[Category:General Framework]]		[[Category:General Framework]]
			[[Category:Notes]]

Flc: /* Introduction */

2025-11-23T17:43:38Z

Introduction

← Older revision		Revision as of 17:43, 23 November 2025
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	~~=Introduction=~~		[[File:Antecedents User.png\|right\|350px]]
	This note provides an analysis of the users of assessment techniques identified in phase 1 of the project and refined in phases 2 and 3. Although the original specific question and analysis focused on a leader's use of adaptive profiles, the propositions extend to analyses of other comparable measures and new users.		This note provides an analysis of the users of assessment techniques identified in phase 1 of the project and refined in phases 2 and 3. Although the original specific question and analysis focused on a leader's use of adaptive profiles, the propositions extend to analyses of other comparable measures and new users.

Flc: /* Analysis */

2025-11-22T07:04:23Z

Analysis

← Older revision		Revision as of 07:04, 22 November 2025
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	\| - \|\| The user doesn't make any recommendations or provide negative comments about the assessment technique.		\| - \|\| The user doesn't make any recommendations or provide negative comments about the assessment technique.
	\|-		\|-
	\| rowspan="2" \| Experience in HR, OD or Coaching \|\| + \|\| The user has previous experience in human resources, organizational development, or coaching/mentoring. \|\| rowspan="2" \|EHOC		\| rowspan="2" \| Experience in HR, OD, or Coaching \|\| + \|\| The user has previous experience in human resources, organizational development, or coaching/mentoring. \|\| rowspan="2" \|EHOC
	\|-		\|-
	\| - \|\| The user has no previous experience in human resources, organizational development, or coaching/mentoring.		\| - \|\| The user has no previous experience in human resources, organizational development, or coaching/mentoring.

Flc: /* Analysis */

2025-11-22T06:21:07Z

Analysis

← Older revision		Revision as of 06:21, 22 November 2025
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	\| - \|\| The user has not yet developed confidence in using the assessment technique.		\| - \|\| The user has not yet developed confidence in using the assessment technique.
	\|-		\|-
	\| rowspan="2" \| Recommendation for ~~internal and external use~~ \|\| + \|\| The user spontaneously recommends the assessment technique to others, both inside and outside the organization. \|\| rowspan="2" \| RIEU		\| rowspan="2" \| Recommendation provided for using the assessment \|\| + \|\| The user spontaneously recommends the assessment technique to others, both inside and outside the organization. \|\| rowspan="2" \| RIEU
	\|-		\|-
	\| - \|\| The user doesn't make any recommendations or provide negative comments about the assessment technique.		\| - \|\| The user doesn't make any recommendations or provide negative comments about the assessment technique.

Flc: /* Introduction */

2025-11-22T06:14:14Z

Introduction

← Older revision		Revision as of 06:14, 22 November 2025
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	=Introduction=		=Introduction=
	This note provides an analysis of the users of assessment techniques identified in phase 1 of the project and refined in phases 2 and 3. Although the original specific question and analysis focused on a leader's use of adaptive profiles, the propositions extend to analyses of other comparable measures and new users. Phase 1 included five roles: leaders and managers (analyzed separately as trained and untrained), human resources executives, recruiters, consultants, and facilitators. Four additional roles were added later: career counselor, coach, clinician, and individual contributor. ~~These~~ roles were added ~~to the present analysis~~. Code 3, indicated in the table, is used to locate ~~the~~ observations within the exploration field.		This note provides an analysis of the users of assessment techniques identified in phase 1 of the project and refined in phases 2 and 3. Although the original specific question and analysis focused on a leader's use of adaptive profiles, the propositions extend to analyses of other comparable measures and new users.

			Phase 1 included five roles: leaders and managers (analyzed separately as trained and untrained), human resources executives, recruiters, consultants, and facilitators. Four additional roles were added later: career counselor, coach, clinician, and individual contributor. The present analysis accounted for these new roles. New propositions were added. Code 3, indicated in the table, is used to locate observations within the exploration field.

	=Analysis=		=Analysis=

Flc: /* Analysis */

2025-11-22T06:09:19Z

Analysis

← Older revision		Revision as of 06:09, 22 November 2025
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	\| - \|\| The user is only concerned with the short-term aspects of the organization, not the medium- or long-term ones. Interim management.<br/> No involvement of the recruiter beyond the technical and administrative aspects, or the immediate sourcing, search, and reference check of candidates. No involvement of the consultant or coach beyond the immediate assignment.		\| - \|\| The user is only concerned with the short-term aspects of the organization, not the medium- or long-term ones. Interim management.<br/> No involvement of the recruiter beyond the technical and administrative aspects, or the immediate sourcing, search, and reference check of candidates. No involvement of the consultant or coach beyond the immediate assignment.
	\|-		\|-
	\| rowspan="2" \| Confidence in using the personality assessment \|\| + \|\| The user has developed confidence in using the assessment technique. \|\| rowspan="2" \|~~CONF~~		\| rowspan="2" \| Confidence in using the personality assessment \|\| + \|\| The user has developed confidence in using the assessment technique. \|\| rowspan="2" \|COPA
	\|-		\|-
	\| - \|\| The user has not yet developed confidence in using the assessment technique.		\| - \|\| The user has not yet developed confidence in using the assessment technique.
	\|-		\|-
	\| rowspan="2" \| Recommendation for internal and external use \|\| + \|\| The user spontaneously recommends the assessment technique to others, both inside and outside the organization. \|\| rowspan="2" \| ~~RECU~~		\| rowspan="2" \| Recommendation for internal and external use \|\| + \|\| The user spontaneously recommends the assessment technique to others, both inside and outside the organization. \|\| rowspan="2" \| RIEU
	\|-		\|-
	\| - \|\| The user doesn't make any recommendations or provide negative comments about the assessment technique.		\| - \|\| The user doesn't make any recommendations or provide negative comments about the assessment technique.
	\|-		\|-
	\| rowspan="2" \| Experience in HR, OD or Coaching \|\| + \|\| The user has previous experience in human resources, organizational development, or coaching/mentoring. \|\| rowspan="2" \|~~PRVH~~		\| rowspan="2" \| Experience in HR, OD or Coaching \|\| + \|\| The user has previous experience in human resources, organizational development, or coaching/mentoring. \|\| rowspan="2" \|EHOC
	\|-		\|-
	\| - \|\| The user has no previous experience in human resources, organizational development, or coaching/mentoring.		\| - \|\| The user has no previous experience in human resources, organizational development, or coaching/mentoring.

Flc: /* Analysis */

2025-11-22T06:08:24Z

Analysis

← Older revision		Revision as of 06:08, 22 November 2025
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	\| rowspan="2" \| Confidence in using the personality assessment \|\| + \|\| The user has developed confidence in using the assessment technique. \|\| rowspan="2" \|CONF		\| rowspan="2" \| Confidence in using the personality assessment \|\| + \|\| The user has developed confidence in using the assessment technique. \|\| rowspan="2" \|CONF
	\|-		\|-
	\| - \|\| The user has not yet developed confidence in using the assessment technique		\| - \|\| The user has not yet developed confidence in using the assessment technique.
	\|-		\|-
	\| rowspan="2" \| Recommendation for internal and external use \|\| + \|\| The user spontaneously recommends the assessment technique to others, both inside and outside the organization. \|\| rowspan="2" \| RECU		\| rowspan="2" \| Recommendation for internal and external use \|\| + \|\| The user spontaneously recommends the assessment technique to others, both inside and outside the organization. \|\| rowspan="2" \| RECU
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	\|-		\|-
	\| - \|\| The user has no previous experience in human resources, organizational development, or coaching/mentoring.		\| - \|\| The user has no previous experience in human resources, organizational development, or coaching/mentoring.
	\|}










	\|}		\|}

	[[Category:General Framework]]		[[Category:General Framework]]

Flc: /* Analysis */

2025-11-22T06:07:17Z

Analysis

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 |-
 | - || The user is only concerned with the short-term aspects of the organization, not the medium- or long-term ones. Interim management.<br/> No involvement of the recruiter beyond the technical and administrative aspects, or the immediate sourcing, search, and reference check of candidates. No involvement of the consultant or coach beyond the immediate assignment.
 |}
 [[Category:General Framework]]

Flc: /* Analysis */

2025-11-22T05:40:04Z

Analysis

← Older revision		Revision as of 05:40, 22 November 2025
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	! Characteristic !! colspan="2" \| Encourages "+" or Hinders "-" the Use of the Assessment Technique !! Code 3		! Characteristic !! colspan="2" \| Encourages "+" or Hinders "-" the Use of the Assessment Technique !! Code 3
	\|-		\|-
	\| rowspan="2" \| Attitude toward answering ~~the~~ assessment \|\| + \|\| Open ~~attitude toward~~ the assessment technique: Positive, enthusiastic. \|\| rowspan="2" \| ATTT		\| rowspan="2" \| Attitude toward answering an assessment \|\| + \|\| Open to answer the assessment technique: Positive, enthusiastic. \|\| rowspan="2" \| ATTT
	\|-		\|-
	\| - \|\| Reluctant to answer the assessment technique: Negative, stressed, uninterested.		\| - \|\| Reluctant to answer the assessment technique: Negative, stressed, uninterested.