@1
   DEFINING SKILL REQUIREMENTS. When filling a position, or when evaluating
   a person's job performance, the manager should know what specific skills
   the position requires. If your score in this dimension was relatively
   low, you would benefit from improving your skills in the following
   areas:
       Performing job analysis (X.A.1)
       Defining performance standards (X.A.2)
       Relating tasks and skill requirements (X.A.3)

@2
   ASSESSING SKILLS AND ABILITIES. Understanding what a person is capable
   of accomplishing is necessary for making the right hiring choice, or for
   making sound evaluation-and-development judgments. If your score in this
   dimension was relatively low, you would benefit from improving your
   skills in the following areas:
       Interviewing skills for assessing skills and abilities (X.B.1)
       Documenting critical incidents (X.B.2)

@3
   UNDERSTANDING THE MOTIVATIONAL CONTENT OF WORK. When a strong match is
   created between what a person wants to do, and what must be done, higher
   levels of job motivation are achieved.  This dimension relates to the
   evaluation of the motivational content of jobs. If your score in this
   dimension was relatively low, you would benefit from improving your
   skills in the following areas:
       Diagnosing motivational effects of job content (X.C.1)
       Analyzing work-unit climate (you might benefit from
          completing the questionnaire on Creating A Motivating
          Climate, or from reviewing the skills listing for that
          topic, which is accessed from the Browsing Menu) (X.C.2)

@4
   ASSESSING MOTIVATIONAL NEEDS. When a strong match is created between
   what a person wants to do, and what must be done, higher levels of job
   motivation are achieved. This dimension relates to the evaluation of
   individuals' motivational needs. If your score in this dimension was
   relatively low, you would benefit from improving your skills in the
   following areas:
       Interviewing skills for assessing individual motivational
          needs (X.D.1)
       Conceptualizing motivational needs (X.D.2)
       Understanding individuals' expectations (X.D.3)

@5
   USING ORGANIZATIONAL INFORMATION. Quite often, staffing decisions
   benefit when the manager takes time to check formal records and informal
   opinions of other who may know the employee's work performance and
   personal qualities. If your score in this dimension was relatively low,
   you would benefit from improving your skills in the following areas:
       Developing reliable information sources (X.E.1)
       Skills of obtaining information (X.E.2)

@6
   MANAGING INDIVIDUAL DEVELOPMENT. The importance of developing people is
   emphasized in almost all management literature; the difficulty of doing
   so is often understated. If your score in this dimension was relatively
   low, you would benefit from improving your skills in the following
   areas:
       Preparing development plans (X.F.1)
       Performance appraisal interviewing (X.F.2)
       Understanding available career paths (X.F.3)
       Selecting optimal development activities (X.F.4)
       Handling termination and outplacement (X.F.5)

@0