12 jun 25 kamis

 

kulonline

allahuakbar

Twice, She Told Me

 

Twice, She Told Me
(An Honest Cry to the Heavens)

Twice, she told me — softly, clear,
But I stayed still, too numb to hear.
Lazy heart, I let it slide,
While she outpaced me, full of pride.

i am stupid i am idiot
Left behind, my dreams forgot.
Now she races, far ahead,
Without a word, not one was said.

must be strong, hold the line,
must be patient — pain is mine.
i know he hear me
Though night is long, His light’s not far.

And yet, I still remember well,
The acts she hid, the lies that fell.
Last semester, something broke —
A silent strike beneath her cloak.

She asked my thoughts, my every view,
While guarding tightly what she knew.
May justice find her in its course,
And weigh her deeds with rightful force.

Now there he stands, with words so fine,
An English paper — not just mine.
Was it hers? I feel the sting,
They worked in shadows, plotting things.

Behind my back, the plans were laid,
A silent pact, betrayal made.
May God give them what they deserve,
No less, no more — the fate they serve.

It’s all so painful, all so real,
The wounds they left, the truths they steal.
But still I rise, though torn apart,
With broken voice and burning heart.

For even in the deepest ache,
The soul finds strength it did not fake.
Let karma flow, let justice be —
And let this pain set my heart free.

Job Competency Assessment (JCA): assessment method

 In Job Competency Assessment (JCA), commonly used assessment methods include Behavioral Event Interviews (BEI) and 360-Degree Feedback. These methods are widely recognized for their effectiveness in identifying and measuring competencies that are critical for job performance. Here's a description of each method and an analysis of how they enhance assessment accuracy:

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1. Behavioral Event Interview (BEI)

Description:

• BEI is a structured interview technique that asks individuals to recall specific past experiences where they demonstrated key behaviors related to competencies.

• Interviewees are asked to describe the Situation, Task, Action, and Result (STAR method).

• The interviewer probes deeply to uncover what the person thought, said, did, and felt in each situation.

How it improves accuracy:

• Evidence-based: BEI focuses on actual past behavior rather than hypothetical responses, providing a realistic picture of how a person acts in critical situations.

• Reduces bias: The structured format reduces interviewer subjectivity and increases consistency across candidates.

• Competency-focused: BEI maps responses directly to desired competencies, ensuring relevance to job requirements.

• Predictive validity: Past behavior is a strong predictor of future performance, making BEI a highly valid method.

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2. 360-Degree Feedback

Description:

• This method gathers feedback from a full circle of people around the employee—supervisors, peers, subordinates, and sometimes even customers.

• Feedback is typically collected via structured questionnaires that evaluate competencies such as communication, leadership, teamwork, and adaptability.

How it improves accuracy:

• Multiple perspectives: By incorporating diverse viewpoints, this method minimizes the blind spots and biases associated with single-source feedback.

• Holistic assessment: It captures performance across different contexts and relationships, providing a well-rounded view.

• Behavioral consistency: Discrepancies or patterns across raters help identify consistent behaviors or areas needing development.

• Encourages self-awareness: When compared with self-assessments, it can highlight perceptual gaps and encourage personal growth.

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Summary of Accuracy Enhancement:

Criteria	Behavioral Event Interview (BEI)	360-Degree Feedback
Data Type	Qualitative (detailed behavioral examples)	Quantitative & qualitative (ratings + comments)
Bias Reduction	Structured questions reduce interviewer bias	Multiple raters reduce single-source bias
Context Specificity	High – based on real events from the job	Medium – broad view across situations
Predictive Validity	High – past behavior predicts future behavior	Moderate – perception-based insights
Developmental Value	High – reveals deep behavioral patterns	High – fosters awareness through multiple lenses

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Conclusion:

Behavioral Event Interviews and 360-Degree Feedback are complementary methods that, when used together in JCA, significantly enhance the reliability and validity of competency assessments. BEI provides deep, contextual insights into an individual’s behavior, while 360-degree feedback broadens the perspective, ensuring a comprehensive and balanced assessment that supports both selection and development processes.

Job Capability Assessment (JCA): Basic Concept and Importance

 Job Capability Assessment (JCA): Basic Concept and Importance

1. Basic Concept of JCA

Job Capability Assessment (JCA) is a systematic process used to evaluate an individual's ability to perform specific tasks or responsibilities associated with a particular job. Unlike traditional assessments that may focus only on knowledge or qualifications, JCA emphasizes a realistic, competency-based approach to determine whether a person is truly equipped to meet job requirements.

JCA typically evaluates:

• Knowledge (theoretical understanding relevant to the job)

• Skills (practical ability to perform job tasks)

• Attitudes and behaviors (work ethics, adaptability, collaboration)

• Workplace performance (actual or simulated job task execution)

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2. Importance of JCA

JCA is important because it:

• Aligns talent with job requirements: Ensures individuals are assessed on capabilities that match real-world job functions.

• Improves hiring and training decisions: Helps employers identify gaps and design targeted training.

• Promotes workforce readiness: Especially valuable in vocational and technical education, where practical job competence is key.

• Supports lifelong learning: Encourages continuous skill development aligned with industry needs.

• Reduces mismatch between education and employment: Particularly relevant in contexts like TVET (Technical and Vocational Education and Training).

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3. Differences Between JCA and Traditional Assessment Methods

Aspect	Job Capability Assessment (JCA)	Traditional Assessment
Focus	Practical capability and performance	Theoretical knowledge and academic achievement
Assessment Type	Performance-based, often in real or simulated job contexts	Exams, quizzes, written tests
Contextual Relevance	Aligned with actual job tasks	Often abstract or generalized knowledge
Tools Used	Portfolios, workplace simulations, observation checklists	Multiple choice tests, essays, standardized tests
Outcome Orientation	Competency demonstrated in job-related tasks	Grades or scores on subject knowledge
Purpose	Workforce readiness, job performance evaluation	Academic progress and certification
Assessor	Often includes industry professionals or workplace mentors	Teachers, lecturers, academic staff

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Conclusion

JCA bridges the gap between education and employment by focusing on what learners or workers can actually do in a job setting. It is especially crucial in the AI and digital era, where adaptability, practical skills, and real-world application are more valued than rote learning. Implementing JCA helps ensure that training and education produce graduates who are not only knowledgeable but also capable and ready to contribute in their chosen fields.