{"id":2242,"date":"2021-04-13T10:24:52","date_gmt":"2021-04-13T08:24:52","guid":{"rendered":"https:\/\/abci.de\/?page_id=2242"},"modified":"2021-07-13T14:10:13","modified_gmt":"2021-07-13T12:10:13","slug":"basics","status":"publish","type":"page","link":"https:\/\/abci.de\/en\/basics\/","title":{"rendered":"Basics"},"content":{"rendered":"\t\t
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From requirements to predictive characteristics<\/strong><\/h1>

Time and again it is scientifically confirmed that intelligence is the best single predictor of professional performance. For most positions, cognitive agility and readyness to learn are required. Work environments and challenges often change rapidly. To predict if someone will be able to perform effectively in the future it is important to know how this person learns.<\/p>

Our experience confirms research: cooperation is better and more productive if the way all involved persons handle information and their ways to learn and communicate fit their respective tasks and assignments.<\/p>

This is the reason why the assessment of cognitive resources and the capacity to process information is always part of the abc\u00ce setup.<\/p>

We also acknowledge that cognitive resources alone are not the only information one needs to fill a position appropriately or to plan a personnel development measure effectively.<\/p>

Therefore, the abci is completed with those behavioural preferences and working styles that are most relevant for working together. Four behavioural\u00a0 dimensions were derived from thousands of requirement profiles that we analysed over the last thirty years.<\/p>

And scientific research also gave important orientation: the Job Description Model by Hackman & Oldham (1975) is the science to complement our real life experience. The interaction of job characteristics and the direction of work motivation are determining elements.<\/p>

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Roles are different<\/h2>

Based on 25 years of experience in selection, reorganisation, training and coaching and the latest findings in psychology, work science and management theory, we have derived criteria according to which positions and roles can be\u00a0 differentiated systematically.<\/p>

Roles differ in content, amount and complexity of information that has to be processed. They are different in terms of speed and timeframe of these processes, number, interrelatedness and interests of other people involved as well as further systematic differences in working conditions.<\/p>

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Jobs roles often vary systematically in<\/strong><\/p>