You are on page 1of 18

‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫�‬
‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬
‫ﺗﻘﺭﻳﺭ�ﻋﻥ� ‪John�Doe‬‬
‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﻑ� ‪HC560419‬‬
‫ﱢ‬
‫ﺇﺑﺭﻳﻝ‪2016�,‬‬ ‫‪�,18‬‬
‫ﺍﻟﺗﺎﺭﻳﺦ�‬

‫ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ�ﻟ ُﻧﻅﻡ�ﺍﻟﺗﻘﻳﻳﻡ‬ ‫©�‪�2013‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﻣﻘﺩﻣﺔ‬
‫ﻓﻲ�ﻣﻛﺎﻥ�ﺍﻟﻌﻣﻝ‪�٬‬ﺑﻣﺎ‬ ‫ﻣﺔ�ﻫﻭﻗﺎﻥ�ﻟﻛﺷﻑ�ﺍﻟﺷﺧﺻﻳﺔ�ﻫﻭ�ﻣﻘﻳﺎﺱ�ﻟﻠﺷﺧﺻﻳﺔ�ﺍﻟﺳﻭﻳﺔ�ﺍﻟﺫﻱ�ﻳﺣﺗﻭﻱ�ﺳﺑﻊ�ﻣﻘﺎﻳﻳﺱ�ﺃﺳﺎﺳﻳﺔ�ﻭﺳﺕ�ﻣﻘﺎﻳﻳﺱ�ﻣﻬﻧﻳﺔ�ﻣﺳﺗﺧﺩﻣﺔ�ﻟﻭﺻﻑ�ﺃﺩﺍء�ﺍﻟﺳﻳﺩ�‪�Doe‬‬
‫ﻓﻲ�ﺫﻟﻙ�ﺍﻟﻛﻳﻔﻳﺔ�ﺍﻟﺗﻲ�ﻳﺩﻳﺭ�ﺑﻬﺎ�ﺣﺎﻟﺔ�ﺍﻹﺟﻬﺎﺩ�ﻭﻳﺗﻔﺎﻋﻝ�ﺑﻬﺎ�ﻣﻊ�ﺍﻵﺧﺭﻳﻥ�ﻭﺍﻟﻛﻳﻔﻳﺔ�ﺍﻟﺗﻲ�ﻳﻘﺎﺭﺏ�ﺑﻬﺎ�ﻣﻬﺎﻡ�ﺍﻟﻌﻣﻝ�ﻭﻳﺣﻝ�ﺑﻬﺎ�ﺍﻟﻣﺷﺎﻛﻝ‪�.‬ﻓﻌﻠﻰ�ﺍﻟﺭﻏﻡ�ﻣﻥ�ﺃﻥ�ﻫﺫﺍ�ﺍﻟﺗﻘﺭﻳﺭ�ﻳﻌﺭﺽ‬
‫ً‬
‫ﻪ�ﻫﺫﺍ�ﺍﻟﺗﻘﺭﻳﺭ�ﺇﻟﻰ�ﻧﻘﺎﻁ�ﺍﻟﻘﻭﺓ�ﻓﺿﻼ�ﻋﻥ�ﺍﻟﻣﺟﺎﻻﺕ�ﺍﻟﺗﻲ�ﻳﺗﻌﻳﻥ‬ ‫ﻳﻧﺑ‬
‫ِ‬ ‫�ﺇﻻ�ﺃﻥ�ﻛﻝ�ﻣﻘﻳﺎﺱ�ﻳﺳﺎﻫﻡ�ﻓﻲ�ﺗﻭﺿﻳﺢ�ﺃﺩﺍء�ﺍﻟﺳﻳﺩ�‪�.Doe‬‬
‫ﺗﺣﺳﻳﻧﻬﺎ�ﻭﻳﻭﻓﺭ�ﻧﻘﺎﻁ�ﻟﻠﻣﻧﺎﻗﺷﺔ�ﻟﺗﺷﻛﻳﻝ�ﻣﻼﺣﻅﺎﺕ�ﻣﺗﻌﻠﻘﺔ�ﺑﺎﻟﺷﺅﻭﻥ�ﺍﻟﺗﻁﻭﻳﺭﻳﺔ‪.‬‬

‫ﻓﻣﻥ�ﺍﻟﻣﻬﻡ�ﺍﻟﺗﺫﻛﺭ�ﺑﺄﻥ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﻌﻠﻳﺎ�ﻟﻳﺳﺕ�ﺑﺎﻟﺿﺭﻭﺭﺓ�ﺃﻓﺿﻝ‪�٬‬ﻭﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﺩﻧﻳﺎ�ﻟﻳﺳﺕ�ﺑﺎﻟﺿﺭﻭﺭﺓ�ﺃﺳﻭﺃ‪�.‬ﻓﺩﺭﺟﺔ�ﻛﻝ�ﻣﻘﻳﺎﺱ‬ ‫•‬
‫ﺗﻌﻛﺱ�ﻧﻘﺎﻁ�ﺍﻟﻘﻭﺓ�ﻭ َﻣﻭﺍﻁﻥ�ﺍﻟﺿﻌﻑ�ﺍﻟﻣﺗﻣﻳﺯﺓ‪.‬‬

‫ﻓﻲ�ﺳﻳﺎﻕ�ﺍﻟﺩﻭﺭ�ﺍﻟﻣﻬﻧﻲ�ﺍﻟﺫﻱ�ﻳﻧﺎﻁ�ﺑﻪ�ﺍﻟﺷﺧﺹ�ﻭﺫﻟﻙ�ﻻﺗﺧﺎﺫ�ﺍﻟﻘﺭﺍﺭ�ﻣﺎ�ﺇﺫﺍ�ﻛﺎﻧﺕ�ﻫﺫﻩ�ﺍﻟﺧﺻﺎﺋﺹ�ﺗﻣﺛﻝ�ﻧﻘﺎﻁ�ﻗﻭﺓ�ﺃﻭ�ﻣﺟﺎﻻﺕ�ﻟﺗﻁﻭﻳﺭ‬ ‫•‬
‫ﻣﺭﺗﻘﺏ‪.‬‬

‫ﻋﻠﻰ�ﻧﻣﻭﺫﺝ�ﺍﻟﺷﺧﺻﻳﺔ�ﺍﻟﻣﺗﻌﺎﺭﻑ�ﻋﻠﻳﻪ�ﻭﺍﻟﻣﺭﺗﻛﺯ�ﻋﻠﻰ�ﺍﻟﻌﻭﺍﻣﻝ�ﺍﻟﺧﻣﺳﺔ‬ ‫•‬

‫ﺗﻌﺎﺭﻳﻑ�ﺍﻟﻣﻘﺎﻳﻳﺱ‬
‫ﺗﻣﻳﻝ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﻌﻠﻳﺎ�ﻷﻥ� ُﺗﻌﺗﺑﺭ�ﺑﻣﺛﺎﺑﺔ‬ ‫ﺗﻣﻳﻝ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﺩﻧﻳﺎ�ﻷﻥ� ُﺗﻌﺗﺑﺭ�ﺑﻣﺛﺎﺑﺔ‬ ‫ﺍﺳﻡ�ﻣﻘﻳﺎﺱ�‪HPI‬‬

‫ﻫﺎﺩﺉ‬ ‫ﻣﺗﻘﺑﱢﻝ�ﻟﻠﻣﻼﺣﻅﺎﺕ‬
‫ﻣﺗﻣﺎﺳِ ﻙ�ﻟﺩﻯ�ﻣﻭﺍﺟﻬﺔ�ﺍﻟﺿﻐﻭﻁ‬ ‫ﻧﺯﻳﻪ�ﻭﺻﺎﺩِﻕ‬ ‫ﺍﻟﺗﻌﺩﻳﻝ‬
‫ﻏﻳﺭ�ﻣﺫﻋِ ﻥ�ﻟﻠﻣﻼﺣﻅﺎﺕ‬ ‫ﻣﺗﻘﻠﱢﺏ�ﺍﻟﻣﺯﺍﺝ�ﻭﻣﻧﺗﻘِﺩ�ﻟﻠﺫﺍﺕ‬

‫ﻣﻔﻌَ ﻡ�ﺑﺎﻟﺣﻳﻭﻳﺔ‬ ‫ﻣﺗﻌﺎﻭﻥ�ﺟﻳﺩ�ﻓﻲ�ﻓﺭﻳﻕ�ﺍﻟﻌﻣﻝ‬


‫ﺗﻧﺎﻓﺳﻲ‬ ‫ﻋﻠﻰ�ﺍﺳﺗﻌﺩﺍﺩ�ﻟﻠﺳﻣﺎﺡ�ﻟﻶﺧﺭﻳﻥ�ﺑﺗﻭﻟﱢﻲ�ﺍﻟﻘﻳﺎﺩﺓ‬ ‫ﺍﻟﻁﻣﻭﺡ‬
‫ﻻ�ﻳﻬﺩﺃ�ﻟﻪ�ﺑﺎﻝ�ﻭﻣﺳﺗﺣﻛِﻡ‬ ‫ﺭﺍﺽ‬
‫ٍ‬

‫ُﻣﺣِﺏ�ﻟﻠﺧﺭﻭﺝ�ﺑﺭﻓﻘﺔ�ﺍﻵﺧﺭﻳﻥ‬ ‫ﻳﺟﻳﺩ�ﺍﻟﻌﻣﻝ�ﻣﻧﻔﺭﺩﺍً‬
‫ﻣﺣﺎﺩﺙ�ﺟﻳﺩ‬ ‫ﺻﺎﻣِﺕ‬ ‫ﺍﻻﻧﺩﻣﺎﺝ�ﺍﻻﺟﺗﻣﺎﻋﻲ�ﺍﻟﻌﻣﻠﻲ‬
‫ﺳﺎﻉ�ﻟﺟﺫﺏ�ﺍﻧﺗﺑﺎﻩ�ﺍﻵﺧﺭﻳﻥ‬
‫ٍ‬ ‫ﻣﺗﻔﺎﻋﻝ�ﺍﺟﺗﻣﺎﻋﻳﺎ ً‬

‫ﻭﺩﻭﺩ‬ ‫ﻭﺍﺿﺢ�ﻭﺻﺭﻳﺢ‬
‫ﺣﻣﻳﻡ‬ ‫ﻋﻠﻰ�ﺍﺳﺗﻌﺩﺍﺩ�ﻟﻣﻭﺍﺟﻬﺔ�ﺍﻵﺧﺭﻳﻥ‬ ‫ﺍﻹﺣﺳﺎﺱ�ﺑﺎﻵﺧﺭﻳﻥ‬
‫ﻣﺗﺟ ﱢﻧﺏ�ﻟﻠﻧﺯﺍﻋﺎﺕ‬ ‫ﻏﻳﺭ�ﻭﺩﻱ�ﻭﺻﻌﺏ�ﺍﻟﻣﺭﺍﺱ‬

‫ﱠ‬
‫ﻣﻧﻅﻡ‬ ‫ﻣﺭﻥ‬
‫ﻳﻣﻛﻥ�ﺍﻻﻋﺗﻣﺎﺩ�ﻋﻠﻳﻪ‬ ‫ﻭﺍﺳﻊ�ﺃﻓﻕ�ﺍﻟﺗﻔﻛﻳﺭ‬ ‫ﺍﻟﺗﺣ ﱡﻔﻅ‬
‫ﻣﺗﻌﻧﺕ‬ ‫ﻣﻧﺩﻓِﻊ‬

‫ﻭﺍﺳﻊ�ﺍﻟﺧﻳﺎﻝ‬ ‫ﻋﻣﻠﻲ‬
‫ﺳﺭﻳﻊ�ﺍﻟﺑﺩﻳﻬﺔ‬ ‫ﻻ�ﻳﺿﺟَ ﺭ�ﺑﺳﻬﻭﻟﺔ‬ ‫ﺍﻟﺷﺧﺻﻳﺔ�ﺍﻟﻣﺳﺗﻁﻠِﻌﺔ‬
‫ﻣﻧ ﱢﻔﺫ�ﺳﻲء‬ ‫ﻏﻳﺭ�ﻣﺑﺗﻛِﺭ‬

‫ﻣﻬﺗﻡ�ﺑﺎﻟﺗﻌﻠﻡ‬ ‫ﻣﺗﻌﻠﻡ�ﺑﺎﻟﺗﺩﺭﻳﺏ�ﺍﻟﻌﻣﻠﻲ‬
‫ﺫﻭ�ﺑﺻﻳﺭﺓ‬ ‫ﻳﺭﻛﺯ�ﻋﻠﻰ�ﻣﺻﺎﻟﺣﻪ‬ ‫ﻧﻬﺞ�ﺍﻟﺗﻌﻠﻡ‬
‫ﻏﻳﺭ�ﻣﺗﺳﺎﻫﻝ�ﻣﻊ�ﻣﻥ�ﻫﻡ�ﺃﻗﻝ�ﺍﻁﻼﻋﺎ ً‬ ‫ﻣﺗﺟ ﱢﻧﺏ�ﻟﻠﺗﻛﻧﻭﻟﻭﺟﻳﺎ‬

‫‪2‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻭﺟﺯ�ﺍﻟﺗﻧﻔﻳﺫﻱ‬
‫ﻭﺑﻧﺎءﺍً�ﻋﻠﻰ�ﻣﺗﺎﺑﻌﺗﻪ�ﻳﻭﻣﺎً�ﺑﻌﺩ�ﻳﻭﻡ‪�٬‬ﻳﺑﺩﻭ�ﻭﺃﻧﻪ�‬ ‫ﻋﻠﻰ�ﺍﺧﺗﺑﺎﺭ�ﻗﺎﺋﻣﺔ�ﻫﻭﻗﺎﻥ�ﻟﻠﺷﺧﺻﻳﺔ�‪�٬ HPI‬‬

‫ﻏﻳﺭ�ﻣﻧﺯﻋِ ﺞ�ﻣﻥ�ﺍﻟﺿﻐﻭﻁ�ﺍﻟﺧﺎﺭﺟﻳﺔ�ﻭﻧﺎﺩﺭﺍً‪�٬‬ﺇﺫﺍ�ﺣﺩﺙ�ﻭﺃﻥ�ﺍﻧﺯﻋﺞ‪�٬‬ﻣﺎ�ﻳُﻅﻬﺭ�ﻋﻼﻣﺎﺕ�ﺍﻹﺟﻬﺎﺩ‪�.‬ﺭﺑﻣﺎ� َﻳﻔ َﻬﻡ�ﺍﻟﺑﻌﺽ�ﻣﺭﻭﻧﺗﻪ�ﻭﻛﺄﻧﻬﺎ�ﻧﻭﻉ�ﻣﻥ�ﺍﻟﺗﻛﺑﺭ�ﻷﻥ�ﺃﻱ�ﺃﻣﺭ�ﺻﻐﻳﺭ‬ ‫•‬


‫ﻣﻥ�ﺷﺄﻧﻪ�ﺃﻥ�ﻳﺿﺎﻳﻘﻪ�ﻭﻷﻧﻪ�ﻗﺩ�ﻳﻣﻳﻝ�ﺇﻟﻰ�ﺗﺟﺎﻫﻝ�ﺍﻟﻣﻼﺣﻅﺎﺕ�ﺍﻟﻣﻭﺟﱠ ﻬﺔ�ﺇﻟﻳﻪ‪.‬‬

‫ُﻔﻌﻡ�ﺑﺎﻟﺣﻳﻭﻳﺔ�ﻭﻣﺟﺗﻬﺩ�ﻟﻠﻐﺎﻳﺔ‪�.‬ﺳﻭﻑ�ﻳﺗﻭﻟﻰ�ﺯﻣﺎﻡ�ﺍﻟﻣﺑﺎﺩﺭﺓ�ﻋﻧﺩﻣﺎ�ﺗﻛﻭﻥ�ﺍﻟﻅﺭﻭﻑ�ﻣﻼﺋﻣﺔ‪�٬‬ﻭﻟﻛﻧﻪ�ﻳﻛﺗﻔﻲ�ﺑﺎﻟﻌﻣﻝ�ﺑﺎﻋﺗﺑﺎﺭﻩ�ﺟﺯء�ﻣﻥ�ﺍﻟﻔﺭﻳﻕ�ﺃﻭ�ﻳﺳ َﻣﺢ�ﻟﻶﺧﺭﻳﻥ�ﺑﺗﻭﻟﻲ‬‫ﻣ َ‬ ‫•‬


‫ﺍﻟﻘﻳﺎﺩﺓ�ﻁﺎﻟﻣﺎ�ﺃﻥ�ﺑﺈﻣﻛﺎﻧﻪ�ﺍﻟﻘﻳﺎﻡ�ﺑﻣﺳﺎﻫﻣﺎﺕ�ﻫﺎﻣﺔ‪.‬‬

‫ﻳﻣﻛﻥ�ﺗﺑﺎﺩﻝ�ﺍﻷﺣﺎﺩﻳﺙ�ﻣﻌﻪ�ﻓﻬﻭ�ﻣﺣﺎﺩﺙ�ﺟﻳﺩ�ﻭﻳﻘﺎﺑﻝ�ﺍﻟﻐﺭﺑﺎء�ﺑﺎﺭﺗﻳﺎﺡ‪�.‬ﻗﺩ�ﻻ�ﻳﺭﻭﻕ�ﻟﻪ�ﺃﻳﺿﺎً�ﺍﻟﻌﻣﻝ�ﻣﻧﻔﺭﺩﺍً‪.‬‬ ‫•‬

‫ﻟﻁﻳﻑ�ﻭﻣﺗﻌﺎﻭﻥ�ﻭﻟﺑﻕ�ﻭﻭﺩﻭﺩ‪�.‬ﻓﻣﻥ�ﺍﻟﻣُﺭﺟﱠ ﺢ�ﺃﻧﻪ�ﻳُﻌﺗ َﺑﺭ�ﺟﻳﺩﺍً�ﻓﻲ�ﺇﺩﺍﺭﺓ�ﺍﻟﻌﻼﻗﺎﺕ�ﻭﻟﻛﻧﻪ�ﻳﻣﻳﻝ�ﺇﻟﻰ�ﺗﻔﺎﺩﻱ�ﺍﻟﻣﻭﺍﺟﻬﺎﺕ�ﺃﻭ�ﺍﻟﻧﺯﺍﻉ‪.‬‬ ‫•‬

‫ﱠ‬
‫ﺢ�ﺃﻧﻪ�ﻣﺗﻌﻧﺕ�ﺑﻌﺽ�ﺍﻟﺷﻲء�ﻏﻳﺭ�ﺃﻧﻪ�ﻣﻭﺍﻁﻥ�ﻣﻧﻅﻡ�ﻭ�ﺟﻳﺩ‪.‬‬ ‫ﻣﺗﺣﻣﱢﻝ�ﻟﻠﻣﺳﺅﻭﻟﻳﺔ�ﻭﻣﻬﺗﻡ�ﺑﺎﻟﺗﻔﺎﺻﻳﻝ�ﻭﻣﺳﺗﺟﻳﺏ�ﻟﻺﺷﺭﺍﻑ�ﺍﻟﺩﻗﻳﻕ‪�.‬ﻓﻣﻥ�ﺍﻟﻣﺭﺟﱠ‬ ‫•‬

‫�ﻏﻳﺭ�ﻋﻣﻠﻲ�ﻭﻧﺎﻓﺫ�ﺍﻟﺻﺑﺭ�ﺗﺟﺎﻩ�ﺍﻟﺗﻔﺎﺻﻳﻝ�ﻭﻳﺿﺟﺭ�ﺑﺳﻬﻭﻟﺔ‪.‬‬
‫َ‬ ‫ﺗﻭّ ﺍﻕ�ﻟﻠﻣﻌﺭﻓﺔ�ﻭﺍﺑﺗﻛﺎﺭﻱ�ﻭﺇﺑﺩﺍﻋﻲ�ﻭﺣﻠﻳﻡ�ﻭﻭﺍﺳﻊ�ﺃﻓﻕ�ﺍﻟﺗﻔﻛﻳﺭ‪�.‬ﻗﺩ�ﻳﺑﺩﻭ�ﺃﻳﺿﺎُ�ﺷﺧﺻﺎ ً‬ ‫•‬

‫ﱠ‬
‫�ﻓﻲ�ﺑﻳﺋﺎﺕ�ﺍﻟﺗﻌﻠﻡ�ﺍﻟﻣﻧﻅﻡ�ﺃﻭ�ﺍﻟﺗﺩﺭﻳﺏ�ﻭﻗﺩ�ﻳﺟﺩ�ﻣﻥ�ﺍﻟﺻﻌﻭﺑﺔ�ﺑﺎﻟﻣﻛﺎﻥ�ﻓﻬﻡ‬‫ﻭﺍﺳﻊ�ﺍﻟﻣﻌﺎﺭﻑ�ﻭﻣﻭﺍﻛﺏ�ﻵﺧﺭ�ﺍﻟﻣﺳﺗﺟﺩﺍﺕ�ﻭﻣﻬﺗﻡ�ﺑﺎﻟﺗﻌﻠﻡ‪�.‬ﻓﻣﻥ�ﺍﻟﻣﺭﺟّ ﺢ�ﺃﻧﻪ�ﻳُﺑﻠﻲ�ﺑﻼءﺍً�ﺣﺳﻧﺎ ً‬ ‫•‬
‫ﺍﻷﺷﺧﺎﺹ�ﺍﻟﺫﻳﻥ�ﻟﻳﺱ�ﻟﺩﻳﻬﻡ�ﺃﻱ�ﺍﻫﺗﻣﺎﻡ�ﺑﺎﻟﺗﻌﻠﻡ�ﺍﻟﻣﻧﻬﺟﻲ‪.‬‬

‫‪3‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﺩﺭﺟﺎﺕ�ﺑﺎﻟﻧﺳﺑﺔ�ﺍﻟﻣﺋﻭﻳﺔ‬
‫ﺍﻟﻣﺣﺻﻠﺔ�ﻭﻓﻕ‬ ‫ﻓﻌﻠﻰ�ﺳﺑﻳﻝ�ﺍﻟﻣﺛﺎﻝ‪�٬‬ﺗﺷﻳﺭ�ﺍﻟﺩﺭﺟﺔ�‪�75‬‬ ‫ﺑﺔ�ﺍﻟﻣﺋﻭﻳﺔ�ﺇﻟﻰ�ﻧﺳﺑﺔ�ﺍﻷﺷﺧﺎﺹ�ﺍﻟﺫﻳﻥ�ﺳﻳﻧﺎﻟﻭﻥ�ﺩﺭﺟﺎﺕ�ﻣﻣﺎﺛﻠﺔ�ﺃﻭ�ﺃﺩﻧﻰ�ﻣﻥ�ﺍﻟﺳﻳﺩ�‪�.Doe‬‬
‫ﻣﻥ�ﺍﻷﺷﺧﺎﺹ‪.‬‬ ‫ﺃﻋﻠﻰ�ﻣﻥ�ﺗﻠﻙ�ﺍﻟﺗﻲ�ﺳﻳﺣﺻﻝ�ﻋﻠﻳﻬﺎ�ﻗﺭﺍﺑﺔ�‪�%75‬‬ ‫ﺭﺯﻫﺎ�ﺍﻟﺳﻳﺩ�‪�Doe‬‬

‫ُﺗ‬
‫ﺩﻧﻳﺎﻌﺗ َﺑﺭ�ﺍﻟﺩﺭﺟﺎﺕ�ﻣﻥ�‪ �0‬ﺇﻟﻰ�‪25‬‬ ‫•‬
‫ُﺗ‬
‫ﻣﺎ�ﺩﻭﻥ�ﺍﻟﻣﺗﻭﺳﻁﻌﺗ َﺑﺭ�ﺍﻟﺩﺭﺟﺎﺕ�ﻣﻥ�‪ �26‬ﺇﻟﻰ�‪50‬‬ ‫•‬
‫ُﺗ‬
‫ﻓﻭﻕ�ﺍﻟﻣﺗﻭﺳﻁﻌﺗ َﺑﺭ�ﺍﻟﺩﺭﺟﺎﺕ�ﻣﻥ�‪ �51‬ﺇﻟﻰ�‪75‬‬ ‫•‬
‫ﻋﻠﻳﺎ ُﺗﻌﺗ َﺑﺭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻷﻋﻠﻰ�ﻣﻥ�‪76‬‬ ‫•‬

‫ﺍﻟﺗﻌﺩﻳﻝ‬

‫‪98‬‬
‫ﺍﻟﻁﻣﻭﺡ‬

‫‪73‬‬
‫ﺍﻻﻧﺩﻣﺎﺝ�ﺍﻻﺟﺗﻣﺎﻋﻲ�ﺍﻟﻌﻣﻠﻲ‬

‫‪74‬‬
‫ﺍﻹﺣﺳﺎﺱ�ﺑﺎﻵﺧﺭﻳﻥ‬

‫‪69‬‬
‫ﺍﻟﺗﺣ ﱡﻔﻅ‬

‫‪72‬‬
‫ﺍﻟﺷﺧﺻﻳﺔ�ﺍﻟﻣﺳﺗﻁﻠِﻌﺔ‬

‫‪90‬‬
‫ﻧﻬﺞ�ﺍﻟﺗﻌﻠﻡ‬

‫‪73‬‬
‫ﺍﻟﻣﻌﻳﺎﺭ��‪Global‬‬ ‫ﻫﺫﺍ�ﺍﻟﺗﻘﺭﻳﺭ�ﺻﺣﻳﺢ�ﻭﻗﺎﺑﻝ�ﻟﻠﺗﻔﺳﻳﺭ‪.‬‬

‫‪4‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺍﻟﺗﻌﺩﻳﻝ‬
‫‪98‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ُﻧﺑﺊ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﻌﺩﻳﻝ�ﺑﻘﺩﺭﺓ�ﺍﻟﻣﺭء�ﻋﻠﻰ�ﺍﻟﺗﻌﺎﻣﻝ�ﻣﻊ�ﺍﻹﺟﻬﺎﺩ�ﻭﺍﻟﺗﺣﻛﻡ�ﺑﺎﻟﻣﺷﺎﻋﺭ�ﻭﺍﻹﺻﻐﺎء�ﺇﻟﻰ�ﺍﻟﻣﻼﺣﻅﺎﺕ‪.‬‬
‫ﻳ ِ‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﻌﺩﻳﻝ�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﻣﻳﻝ�ﺇﻟﻰ�‬ ‫ﺳﻳﺩ�‪�Doe‬‬
‫ﺃﻥ�ﻳﻛﻭﻥ�ﻏﻳﺭ�ﻣﺗﺄﺛﺭﺍً�ﺑﺎﻟﺑﻳﺋﺎﺕ�ﺍﻟﻔﻭﺿﻭﻳﺔ�ﻭﺃﻋﺑﺎء�ﺍﻟﻌﻣﻝ�ﺍﻟﺛﻘﻳﻠﺔ‬ ‫•‬
‫ﺃﻥ�ﻳﻛﻭﻥ�ﻫﺎﺩﺋﺎً�ﻭﻭﺍﺛﻘﺎً�ﻓﻲ�ﺍﻟﻅﺭﻭﻑ�ﺍﻟﻣ ِ‬
‫ُﺟﻬﺩﺓ‬ ‫•‬
‫ﺃﻥ�ﻳُﻔ َﻬﻡ�ﻭﻛﺄﻧﻪ�ﺭﺑﻣﺎ�ﺷﺧﺹ�ﻣﺗﻛﺑﱢﺭ‬ ‫•‬
‫ﺗﺟﺎﻫﻝ�ﺃﺧﻁﺎء�ﺍﻟﻣﺎﺿﻲ‬ ‫•‬
‫ﻣﻘﺎﻭﻣﺔ�ﺃﻭ�ﺭﻓﺽ�ﺍﻟﻣﻼﺣﻅﺎﺕ‬ ‫•‬

‫ﻧﻘﺎﻁ�ﻟﻠﻣﻧﺎﻗﺷﺔ‬
‫ﺗﻡ�ﺗﺻﻣﻳﻡ�ﻧﻘﺎﻁ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﺃﺩﻧﺎﻩ�ﻟﺗﺳﻬﻳﻝ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﻣﻊ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﺗﺧﺻﱢﺹ�ﻭﺫﻟﻙ�ﻟﺗﻘﺻﻲ�ﻧﺗﺎﺋﺞ�ﺍﻟﺗﻘﻳﻳﻡ�ﻭﺍﻟﺗﻔﻛﻳﺭ�ﺑﻔﺭﺹ�ﺇﺟﺭﺍء�ﺍﻟﺗﻁﻭﻳﺭ�ﺍﺳﺗﻧﺎﺩﺍً�ﺇﻟﻰ�ﺳﻳﺎﻕ�ﺍﻟﺩﻭﺭ‬
‫ﺍﻟﺫﻱ�ﻳﺗﺑﻭﺅﻩ�ﺍﻟﻣﺷﺎﺭﻙ‪.‬‬
‫ِ‬
‫ﻗﻡ�ﺑﻭﺻﻑ�ﻣﻘﺎﺭﺑﺗﻙ�ﺍﻟﺧﺎﺻﺔ�ﻟﻠﺗﻌﺎﻣﻝ�ﻣﻊ�ﺍﻹﺟﻬﺎﺩ�ﺍﻟﻧﺎﺟﻡ�ﻋﻥ�ﺍﻟﻌﻣﻝ‪.‬‬ ‫•‬
‫ﻣﺗﻰ�ﻭﻛﻳﻑ�ﻳﻛﻭﻥ�ﻣﻧﺎﺳﺑﺎً�ﺍﻟﺳﻌﻲ�ﻟﺗﻠﻘﻲ�ﻣﻼﺣﻅﺎﺕ�ﺑﺷﺄﻥ�ﺃﺩﺍﺋﻙ�ﻟﻭﻅﻳﻔﺗﻙ ؟‬ ‫•‬
‫ﻛﻳﻑ�ﺗﺅﺛﺭ�ﻋﻠﻳﻙ�ﺃﻣﺯﺟﺔ�ﺯﻣﻼﺋﻙ�ﻓﻲ�ﺍﻟﻌﻣﻝ ؟‬ ‫•‬
‫ً‬
‫ﻛﻳﻑ�ﺗﺳﺗﺟﻳﺏ�ﺇﺟﻣﺎﻻ�ﻟﺗﻠﻙ�ﺍﻟﻣﻼﺣﻅﺎﺕ�ﺍﻟﺗﻲ�ﻳﻌﻁﻳﻙ�ﺇﻳﺎﻫﺎ�ﺍﻵﺧﺭﻭﻥ ؟‬ ‫•‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬
‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﺗﻠﻙ�ﺍﻟﺧﺻﺎﺋﺹ�ﺍﻟﻔﺭﻳﺩﺓ‬
‫ﺍﻟﺗﻲ�ﺗﻣﺗﺎﺯ�ﺑﻬﺎ�ﺷﺧﺻﻳﺔ�ﺍﻟﺳﻳﺩ�‪.Doe‬‬

‫ﻏﻳﺭ�ﻣﻧﺷﻐﻝ�ﺍﻟﺑﺎﻝ‬ ‫ﺍﻟﺗﻌﺎﻁﻑ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻧﻌﺩﺍﻡ�ﺍﻟﻘﻠﻕ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻏﻳﺎﺏ�ﺳﺭﻋﺔ�ﺍﻻﺳﺗﺛﺎﺭﺓ‬

‫ﺍﻟﻬﺩﻭء‬ ‫ﻋﺩﻡ�ﺍﻟﺷﻌﻭﺭ�ﺑﺎﻟﺫﻧﺏ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻋﺩﻡ�ﻭﺟﻭﺩ�ﺍﻻﻧﻔﻌﺎﻟﻳﺔ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻏﻳﺎﺏ�ﺍﻟﺗﺄﺳﻑ‬

‫ﺍﻧﻌﺩﺍﻡ�ﺍﻟﺷﻛﺎﻭﻯ‬ ‫ﻣﻌﺗﺩﻝ�ﺍﻟﻣﺯﺍﺝ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻻ�ﻳﺗﺫﻣﺭ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻏﻳﺭ�ﻣﺗﻘﻠﱢﺏ�ﺃﻭ�ﺣﺎﺩ�ﺍﻟﻣﺯﺍﺝ‬

‫ﺗﻌﻠﱡﻕ�ﺟﻳﺩ‬ ‫ﻳﺄﺗﻣﻥ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻋﻼﻗﺎﺕ�ﺟﻳﺩﺓ�ﻣﻊ�ﺭﻣﻭﺯ�ﺍﻟﺳُﻠﻁﺔ‬
‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻏﻳﺭ�ﻣﺗﺷﻛﻙ�ﺃﻭ�ﻣﺭﺗﺎﺏ‬

‫‪5‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺍﻟﻁﻣﻭﺡ‬
‫‪73‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ُﻧﺑﺊ�ﻣﻘﻳﺎﺱ�ﺍﻟﻁﻣﻭﺡ�ﺑﻛﻝ�ﻣﻥ�ﺍﻟﻘﻳﺎﺩﺓ�ﻭﺍﻟﺩﺍﻓﻊ�ﻭﺍﻟﺗﻧﺎﻓﺳﻳﺔ�ﻭﺍﻟﻣﺑﺎﺩﺭﺓ‪.‬‬
‫ﻳ ِ‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﻁﻣﻭﺡ�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﻣﻳﻝ�ﺇﻟﻰ�‬ ‫ﺳﻳﺩ�‪�Doe‬‬
‫ﺃﻧﻪ�ﻳﺑﺩﻭ�ﻧﺷﻳﻁﺎً�ﻭﻣﻔﻌﻣﺎً�ﺑﺎﻟﺣﻳﻭﻳﺔ‬ ‫•‬
‫ﺃﺧﺫ�ﺯﻣﺎﻡ�ﺍﻟﻣﺑﺎﺩﺭﺓ�ﻭﻗﻳﺎﺩﺓ�ﺍﻟﻣﺷﺎﺭﻳﻊ�ﺍﻟﺟﻣﺎﻋﻳﺔ‬ ‫•‬
‫ﺍﻟﻣﺷﺎﺭﻛﺔ�ﻓﻲ�ﺍﻟﺳﻳﺎﺳﺎﺕ�ﺍﻟﻣﻛﺗﺑﻳﺔ�ﻭﺃﺧﺫ�ﻣﻭﺍﻗﻑ�ﺣﻳﺎﻝ�ﺍﻟﻘﺿﺎﻳﺎ‬ ‫•‬
‫ﺃﻥ�ﻳﻐﺩﻭ�ﻏﻳﺭ�ﻫﺎﺩﺉ�ﺍﻟﺑﺎﻝ�ﺑﺗﻠﻙ�ﺍﻟﻣﻧﺎﺻﺏ�ﺍﻟﺗﻲ�ﻻ�ﺗﻭﺟﺩ�ﻣﻌﻬﺎ�ﻓﺭﺹ�ﻟﻠﺗﺭﻗﻳﺔ‬ ‫•‬

‫ﻧﻘﺎﻁ�ﻟﻠﻣﻧﺎﻗﺷﺔ‬
‫ً‬
‫ﺗﻡ�ﺗﺻﻣﻳﻡ�ﻧﻘﺎﻁ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﺃﺩﻧﺎﻩ�ﻟﺗﺳﻬﻳﻝ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﻣﻊ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﺗﺧﺻﱢﺹ�ﻭﺫﻟﻙ�ﻟﺗﻘﺻﻲ�ﻧﺗﺎﺋﺞ�ﺍﻟﺗﻘﻳﻳﻡ�ﻭﺍﻟﺗﻔﻛﻳﺭ�ﺑﻔﺭﺹ�ﺇﺟﺭﺍء�ﺍﻟﺗﻁﻭﻳﺭ�ﺍﺳﺗﻧﺎﺩﺍ�ﺇﻟﻰ�ﺳﻳﺎﻕ�ﺍﻟﺩﻭﺭ‬
‫ﺍﻟﺫﻱ�ﻳﺗﺑﻭﺅﻩ�ﺍﻟﻣﺷﺎﺭﻙ‪.‬‬
‫ِ‬
‫ً‬
‫ﻣﺎ�ﺍﻟﺩﻭﺭ�ﺍﻟﺫﻱ�ﺗﺗﺑﻭﺅﻩ�ﺇﺟﻣﺎﻻ�ﻓﻲ�ﺍﻟﻣﺷﺎﺭﻳﻊ�ﺍﻟﺗﻲ�ﻻ�ﻳﻭﺟﺩ�ﻓﻳﻬﺎ�ﻣﻥ�ﻗﺎﺋﺩ�ﺩﺍﺋﻡ� ؟‬ ‫•‬
‫ﻣﺗﻰ�ﻭﻛﻳﻑ�ﻳﻛﻭﻥ�ﻣﻧﺎﺳﺑﺎً�ﺍﻻﻧﺧﺭﺍﻁ�ﻓﻲ�ﺍﻟﺳﻳﺎﺳﺎﺕ�ﺍﻟﻣﻛﺗﺑﻳﺔ�ﻟﻠﺣﺻﻭﻝ�ﻋﻠﻰ�ﺗﺭﻗﻳﺔ�ﻣﻬﻧﻳﺔ� ؟‬ ‫•‬
‫ﺇﻟﻰ�ﺃﻱ�ﻣﺩﻯ�ﺗﻣﻳﻝ�ﻷﻥ�ﺗﻛﻭﻥ�ﺗﻧﺎﻓﺳﻳﺎً�ﻣﻊ�ﺯﻣﻼﺋﻙ؟�ﺃﻳﺿﺭ�ﺃﻡ�ﻳﺳﺎﻋﺩ�ﻫﺫﺍ�ﺍﻷﻣﺭ�ﻣﺳﻳﺭﺗﻙ�ﺍﻟﻣﻬﻧﻳﺔ ؟‬ ‫•‬
‫ﻛﻳﻑ�ﺗﺳﻌﻰ�ﻭﺭﺍء�ﻭﺗﻼﺣﻕ�ﻓﺭﺹ�ﺍﻟﺗﺭﻗﻲ�ﺍﻟﻭﻅﻳﻔﻲ ؟‬ ‫•‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬ ‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻ‬
‫ﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﺗﻠﻙ�ﺍﻟﺧﺻﺎﺋﺹ�ﺍﻟﻔﺭﻳﺩﺓ‬
‫ﺍﻟﺗﻲ�ﺗﻣﺗﺎﺯ�ﺑﻬﺎ�ﺷﺧﺻﻳﺔ�ﺍﻟﺳﻳﺩ�‪.Doe‬‬

‫ﻭﺍﺛﻕ�ﺑﻧﻔﺳﻪ‬ ‫ﺗﻧﺎﻓﺳﻲ‬
‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﺛﻘﺔ�ﺑﺎﻟﺫﺍﺕ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫َ‬
‫ﻣﺗﺳﻡ�ﺑﺎﻟﺗﻧﺎﻓﺳﻳﺔ�ﻭﻁﻣﻭﺡ�ﻭﻣﺛﺎﺑﺭ‬

‫ﺍﻟﻘﻳﺎﺩﺓ‬ ‫ﺍﻹﻧﺟﺎﺯ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﻣﻳﻝ�ﻟﺗﺑﻭء�ﻣﻧﺎﺻﺏ�ﻗﻳﺎﺩﻳﺔ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﺭﺿﻰ�ﺑﺄﺩﺍﺋﻪ‬

‫ﺑﻼ�ﻗﻠﻕ�ﺍﺟﺗﻣﺎﻋﺎﺕ�ﺍﻟﻌﻣﻠﻲ‬ ‫ﺍﻟﻬﻭﻳﺔ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﺛﻘﺔ�ﺑﺎﻟﻧﻔﺱ�ﺍﺟﺗﻣﺎﻋﻳﺎ ً‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﺭﺿﻰ�ﺑﻣﻬﺎﻡ�ﺣﻳﺎﺗﻪ‬

‫‪6‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺍﻻﻧﺩﻣﺎﺝ�ﺍﻻﺟﺗﻣﺎﻋﻲ�ﺍﻟﻌﻣﻠﻲ‬
‫‪74‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ُﻧﺑﺊ�ﻣﻘﻳﺎﺱ�ﺍﻻﻧﺩﻣﺎﺝ�ﺍﻻﺟﺗﻣﺎﻋﻲ�ﺍﻫﺗﻣﺎﻡ�ﺍﻟﺷﺧﺹ�ﺑﺎﻟﺗﻔﺎﻋﻝ�ﺍﻻﺟﺗﻣﺎﻋﻲ�ﺍﻟﻌﻣﻠﻲ�ﺍﻟﻣﺗﻛﺭﺭ�ﻭﺍﻟﻣﺗﻧﻭﻉ‪.‬‬
‫ﻳ ِ‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻻﻧﺩﻣﺎﺝ�ﺍﻻﺟﺗﻣﺎﻋﻲ�ﺍﻟﻌﻣﻠﻲ�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﺑﺩﻭ�‬
‫ﻣُﺣﺑﺎً�ﻟﻠﺧﺭﻭﺝ�ﺑﺭﻓﻘﺔ�ﺍﻵﺧﺭﻳﻥ�ﻭﻋﻠﻰ�ﺍﺳﺗﻌﺩﺍﺩ�ﻟﻺﺳﻬﺎﻡ�ﻓﻲ�ﺍﻟﻣﻭﺍﻗﻑ�ﺍﻻﺟﺗﻣﺎﻋﻳﺔ‬ ‫•‬
‫ﻣﺣﺎﺩِﺛﺎً�ﺟﻳﺩﺍً�ﻭﻳﻣﻛﻥ�ﺗﺑﺎﺩﻝ�ﺍﻷﺣﺎﺩﻳﺙ�ﻣﻌﻪ‬ ‫•‬
‫ﺃﻧﻪ�ﻳﺳﺗﻣﺗﻊ�ﺟﺩﺍً�ﺣﻳﻧﻣﺎ�ﻳﻛﻭﻥ�ﻣﺭﻛﺯ�ﺍﻫﺗﻣﺎﻡ�ﺍﻵﺧﺭﻳﻥ‬ ‫•‬
‫ﺃﻧﻪ�ﻳﻌﻣﻝ�ﺑﺎﺭﺗﻳﺎﺡ�ﻣﻊ�ﺍﻟﻧﺎﺱ�ﻭﻳﺗﻔﺎﻋﻝ�ﻣﻊ�ﺍﻟﻐﺭﺑﺎء‬ ‫•‬

‫ﻧﻘﺎﻁ�ﻟﻠﻣﻧﺎﻗﺷﺔ‬
‫ً‬
‫ﺗﻡ�ﺗﺻﻣﻳﻡ�ﻧﻘﺎﻁ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﺃﺩﻧﺎﻩ�ﻟﺗﺳﻬﻳﻝ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﻣﻊ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﺗﺧﺻﱢﺹ�ﻭﺫﻟﻙ�ﻟﺗﻘﺻﻲ�ﻧﺗﺎﺋﺞ�ﺍﻟﺗﻘﻳﻳﻡ�ﻭﺍﻟﺗﻔﻛﻳﺭ�ﺑﻔﺭﺹ�ﺇﺟﺭﺍء�ﺍﻟﺗﻁﻭﻳﺭ�ﺍﺳﺗﻧﺎﺩﺍ�ﺇﻟﻰ�ﺳﻳﺎﻕ�ﺍﻟﺩﻭﺭ‬
‫ﺍﻟﺫﻱ�ﻳﺗﺑﻭﺅﻩ�ﺍﻟﻣﺷﺎﺭﻙ‪.‬‬
‫ِ‬
‫ﻛﻡ�ﻣﻬ ٌﻡ�ﻟﻛﻝ�ﻋﺿﻭ�ﻣﻥ�ﺍﻟﻔﺭﻳﻕ�ﺍﻟﻣﺳﺎﻫﻣﺔ�ﻓﻲ�ﺍﺟﺗﻣﺎﻋﺎﺕ�ﺍﻟﻌﻣﻝ ؟‬ ‫•‬
‫ﻛﻳﻑ�ﺗﻭﺍﺯﻥ�ﺑﻳﻥ�ﺍﻟﺗﻛﻠﻡ�ﻭﺍﻹﺻﻐﺎء�ﻟﻼﻧﺧﺭﺍﻁ�ﻓﻲ�ﺗﻭﺍﺻﻝ�ﻓﻌّﺎﻝ ؟‬
‫ِ‬ ‫•‬
‫ﻫﻝ�ﺗﻣﻳﻝ�ﻟﻠﻌﻣﻝ�ﻋﻠﻰ�ﻧﺣﻭ�ﺃﻓﺿﻝ�ﺿﻣﻥ�ﺍﻟﻣﺷﺎﺭﻳﻊ�ﺍﻟﺟﻣﺎﻋﻳﺔ�ﺃﻡ�ﺍﻟﻔﺭﺩﻳﺔ؟�ﻭﻟﻣﺎﺫﺍ ؟‬ ‫•‬
‫ﻛﻳﻑ�ﻳﻣﻛﻧﻙ�ﺗﺄﺳﻳﺱ�ﻭﺍﻟﺣﻔﺎﻅ�ﻋﻠﻰ�ﺷﺑﻛﺔ�ﻣﻥ�ﺍﻟﻌﻼﻗﺎﺕ ؟‬
‫َ‬ ‫•‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬ ‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻ‬
‫ﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﺗﻠﻙ�ﺍﻟﺧﺻﺎﺋﺹ�ﺍﻟﻔﺭﻳﺩﺓ‬
‫ﺍﻟﺗﻲ�ﺗﻣﺗﺎﺯ�ﺑﻬﺎ�ﺷﺧﺻﻳﺔ�ﺍﻟﺳﻳﺩ�‪.Doe‬‬

‫ُﻳﺣِﺏ�ﺍﻟﺣﺷﻭﺩ‬ ‫ُﻳﺣِﺏ�ﺍﻟﺣﻔﻼﺕ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺟﺩ�ﺍﻟﺣﺷﻭﺩ�ﺍﻟﻛﺑﻳﺭﺓ�ﻣﺛﻳﺭﺓ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺳﺗﻣﺗﻊ�ﺑﺎﻟﻠﻘﺎءﺍﺕ�ﺍﻻﺟﺗﻣﺎﻋﻳﺔ‬

‫ﺍﺳﺗﻌﺭﺍﺿﻲ‬ ‫ﺳﺎﻉ�ﻭﺭﺍء�ﺗﺟﺎﺭﺏ�ﺟﺩﻳﺩﺓ‬
‫ٍ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺳﻌﻰ�ﻟﺟﺫﺏ�ﺍﻻﻧﺗﺑﺎﻩ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺗﻔﺿﻳﻝ�ﺍﻟﺗﻧﻭﻉ�ﻭﺍﻟﺗﺣﺩﻱ‬

‫ﻣﺳﻝ ﱟ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻣﺣﺑﺏ�ﺇﻟﻰ�ﺍﻟﻧﻔﺱ�ﻭﻣﺅﺍﻧِﺱ‬

‫‪7‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺍﻹﺣﺳﺎﺱ�ﺑﺎﻵﺧﺭﻳﻥ‬
‫‪69‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ُﻧﺑﺊ�ﻣﻘﻳﺎﺱ�ﺍﻹﺣﺳﺎﺱ�ﺑﺎﻵﺧﺭﻳﻥ�ﺑﻛﻝ�ﻣﻥ�ﺍﻟﺗﺣﺑﺏ�ﺇﻟﻰ�ﺍﻟﻧﻔﺱ�ﻭﺍﻟﻣﻌﺎﻣﻠﺔ�ﺑﺩﻑء�ﻭﺍﻟﻠﺑﺎﻗﺔ�ﻭﺍﻟﻣﻬﺎﺭﺓ�ﺍﻻﺟﺗﻣﺎﻋﻳﺔ‪.‬‬
‫ﻳ ِ‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻹﺣﺳﺎﺱ�ﺑﺎﻵﺧﺭﻳﻥ�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﺑﺩﻭ�‬ ‫‪�D‬‬
‫ﻣﺩﺭﻛﺎً�ﻭﺫﺍ�ﺑﺻﻳﺭﺓ�ﻭﺣﺳﺎﺳﺎً�ﺗﺟﺎﻩ�ﻣﺷﺎﻋﺭ�ﺍﻟﻧﺎﺱ‬
‫ِ‬ ‫•‬
‫ﻣﺩﺭﻛﺎً�ﻻﺣﺗﻳﺎﺟﺎﺕ�ﺍﻵﺧﺭﻳﻥ‬
‫ِ‬ ‫•‬
‫ﺃﻧﻪ�ﻳﺩﻳﺭ�ﺍﻟﻌﻼﻗﺎﺕ�ﺑﺷﻛﻝ�ﺟﻳﺩ�ﻭﻳﻧﺳ ِﺟﻡ�ﺑﺳﺭﻋﺔ�ﻣﻊ�ﻣﺟﻣﻭﻋﺔ�ﻭﺍﺳﻌﺔ�ﻣﻥ�ﺍﻟﻧﺎﺱ‬ ‫•‬
‫ﻏﻳﺭ�ﻣﺳﺗﻌﺩﺍً�ﻟﻣﻭﺍﺟﻬﺔ�ﺫﻭﻱ�ﺍﻷﺩﺍء�ﺍﻟﺳﻲء‬ ‫•‬

‫ﻧﻘﺎﻁ�ﻟﻠﻣﻧﺎﻗﺷﺔ‬
‫ً‬
‫ﺗﻡ�ﺗﺻﻣﻳﻡ�ﻧﻘﺎﻁ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﺃﺩﻧﺎﻩ�ﻟﺗﺳﻬﻳﻝ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﻣﻊ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﺗﺧﺻﱢﺹ�ﻭﺫﻟﻙ�ﻟﺗﻘﺻﻲ�ﻧﺗﺎﺋﺞ�ﺍﻟﺗﻘﻳﻳﻡ�ﻭﺍﻟﺗﻔﻛﻳﺭ�ﺑﻔﺭﺹ�ﺇﺟﺭﺍء�ﺍﻟﺗﻁﻭﻳﺭ�ﺍﺳﺗﻧﺎﺩﺍ�ﺇﻟﻰ�ﺳﻳﺎﻕ�ﺍﻟﺩﻭﺭ‬
‫ﺍﻟﺫﻱ�ﻳﺗﺑﻭﺅﻩ�ﺍﻟﻣﺷﺎﺭﻙ‪.‬‬
‫ِ‬
‫ﻗﻡ�ﺑﻭﺻﻑ�ﻣﻘﺎﺭﺑﺗﻙ�ﻟﻣﻭﺍﺟﻬﺔ�ﻗﺿﺎﻳﺎ�ﺍﻷﺩﺍء�ﺍﻟﺳﻠﺑﻲ�ﺍﻟﻣﺗﻭﺍﺟﺩ�ﻟﺩﻯ�ﺍﻵﺧﺭﻳﻥ‪.‬‬
‫َ‬ ‫•‬
‫ﻛﻳﻑ�ﺗﻣﻳﻝ�ﺇﻟﻰ�ﻣﻭﺍﺯﻧﺔ�ﻣﺷﺎﻋﺭ�ﺯﻣﻼء�ﻋﻣﻠﻙ�ﻣﻊ�ﻣﺗﻁﻠﺑﺎﺕ�ﻫﺫﺍ�ﺍﻟﻌﻣﻝ ؟‬ ‫•‬
‫ﺇﻟﻰ�ﺃﻱ�ﻣﺩﻯ�ﺗﺷﻌﺭ�ﺃﻧﻪ�ﻣﻥ�ﺍﻟﻣﻬﻡ�ﻋﻠﻰ�ﺍﻟﺯﻣﻼء�ﻓﻲ�ﺍﻟﻌﻣﻝ�ﻣﺣﺑﺗﻬﻡ�ﻟﺑﻌﺿﻬﻡ�ﺍﻟﺑﻌﺽ ؟‬ ‫•‬
‫ﻣﺎ�ﻫﻲ�ﻣﻘﺎﺭﺑﺗﻙ�ﻟﺗﻁﻭﻳﺭ�ﻋﻼﻗﺎﺕ�ﻣﻊ�ﺍﻟﻌﻣﻼء�ﺍﻟﺩﺍﺧﻠﻳﻳﻥ�ﺃﻭ�ﺍﻟﺧﺎﺭﺟﻳﻳﻥ ؟‬
‫َ‬ ‫•‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬ ‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻ‬
‫ﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﺗﻠﻙ�ﺍﻟﺧﺻﺎﺋﺹ�ﺍﻟﻔﺭﻳﺩﺓ‬
‫ﺍﻟﺗﻲ�ﺗﻣﺗﺎﺯ�ﺑﻬﺎ�ﺷﺧﺻﻳﺔ�ﺍﻟﺳﻳﺩ�‪.Doe‬‬

‫ﺣﺳﺎﺱ‬ ‫ﺳﻬﻝ�ﺍﻟﻌﺷﺭﺓ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻙ�ﻭﻣﺗﻔﻬﻡ‬ ‫ﻣﺩﺭ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺣﻠﻳﻡ�ﻭﻫﺎﺩﺉ�ﺍﻟﺑﺎﻝ‬
‫ِ‬ ‫ِ‬
‫ُﻳﺣِﺏ�ﺍﻟﻧﺎﺱ‬ ‫ﻣﻬﺗﻡ�ﺑﺎﻵﺧﺭﻳﻥ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺳﺗﻣﺗﻊ�ﺑﺎﻟﺗﻭﺍﺟﺩ�ﺣﻭﻝ�ﺍﻵﺧﺭﻳﻥ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ُﺭﺍﻉ�ﻟﻶﺧﺭﻳﻥ‬
‫ﻣ‬ ‫�ﻭ‬‫ً‬ ‫ﺎ‬ ‫ﻳﻣﻳﻝ�ﺇﻟﻰ�ﺃﻥ�ﻳﻛﻭﻥ�ﻟﻁﻳﻔ‬
‫ٍ‬
‫ﻻ�ﻣِﻥ�ﻋِ ﺩﺍء‬
‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻣﺗﻘﺑﻝ�ﻋﻣﻭﻣﺎ ً‬
‫ِ‬

‫‪8‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺍﻟﺗﺣ ﱡﻔﻅ‬
‫‪72‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ُﻧﺑﺊ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﺣ ﱡﻔﻅ�ﺑﻛﻝ�ﻣﻥ�ﺍﻟﺗﺣﻠﻲ�ﺑﺿﺑﻁ�ﺍﻟﻧﻔﺱ�ﻭﻣﺭﺍﻋﺎﺓ�ﺍﻟﺩﻗﺔ�ﻭﺃﺧﻼﻗﻳﺎﺕ�ﺍﻟﻌﻣﻝ‪.‬‬
‫ﻳ ِ‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﱡ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﺣﻔﻅ�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﺑﺩﻭ�‬ ‫ﻘﻬﺎ�ﺍﻟﺳﻳﺩ�‪�Doe‬‬
‫ﱠ‬
‫�ﻟﻠﻐﺎﻳﺔ�ﻭﻣﺧﻁﻁﺎ ً‬ ‫ﱠ‬
‫ﻣﻧﻅﻣﺎً�ﻭﻣﺟﺗﻬﺩﺍً‬ ‫•‬
‫ﻣﻭﺿﻊ�ﺛﻘﺔ�ﻭﻳﻣﻛﻥ�ﺍﻻﻋﺗﻣﺎﺩ�ﻋﻠﻳﻪ�ﻭﺣﻲ�ﺍﻟﺿﻣﻳﺭ‬ ‫ً‬ ‫•‬
‫ً‬
‫ﺃﻧﻪ�ﻳﻌﻣﻝ�ﺟﻳﺩﺍ�ﻣﻊ�ﺍﻟﻘﻭﺍﻋﺩ�ﻭﺍﻟﻌﻣﻠﻳﺎﺕ�ﺍﻟﻣﻘﺭﱠ ﺭﺓ‬ ‫•‬
‫ﻣﺗﻌﻧﺗﺎً�ﻭﺭﺑﻣﺎ�ﻳُﻌﺗ َﺑﺭ�ﻣﻘﺎﻭﻣﺎً�ﻟﻠﺗﻐﻳﻳﺭ‬ ‫•‬

‫ﻧﻘﺎﻁ�ﻟﻠﻣﻧﺎﻗﺷﺔ‬
‫ً‬
‫ﺗﻡ�ﺗﺻﻣﻳﻡ�ﻧﻘﺎﻁ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﺃﺩﻧﺎﻩ�ﻟﺗﺳﻬﻳﻝ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﻣﻊ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﺗﺧﺻﱢﺹ�ﻭﺫﻟﻙ�ﻟﺗﻘﺻﻲ�ﻧﺗﺎﺋﺞ�ﺍﻟﺗﻘﻳﻳﻡ�ﻭﺍﻟﺗﻔﻛﻳﺭ�ﺑﻔﺭﺹ�ﺇﺟﺭﺍء�ﺍﻟﺗﻁﻭﻳﺭ�ﺍﺳﺗﻧﺎﺩﺍ�ﺇﻟﻰ�ﺳﻳﺎﻕ�ﺍﻟﺩﻭﺭ‬
‫ﺍﻟﺫﻱ�ﻳﺗﺑﻭﺅﻩ�ﺍﻟﻣﺷﺎﺭﻙ‪.‬‬
‫ِ‬
‫ً‬
‫؟�ﻛﻳﻑ�ﻳﺅﺛﺭ�ﻫﺫﺍ�ﻋﻠﻰ�ﻗﺩﺭﺗﻙ�ﻓﻲ�ﺍﻟﺗﺄﻗﻠﻡ�ﺑﺳﺭﻋﺔ�ﻣﻊ�ﺇﺗﻣﺎﻡ�ﺍﻷﻫﺩﺍﻑ�ﺃﻳﺿﺎ�ﻓﻲ�ﻣﻭﻋﺩﻫﺎ ؟‬
‫َ‬ ‫ﻁ�ﻓﻲ�ﻋﻣﻠﻙ‬
‫َ‬ ‫ﱠ‬ ‫ﱠ‬
‫�ﻣﻧﻅﻡ�ﻭﻣﺧﻁ‬ ‫ﺇﻟﻰ�ﺃﻱ�ﻣﺩﻯ�ﺃﻧﺕَ‬ ‫•‬
‫ﻣﺎ�ﻫﻭ�ﺗﻭﺟﻬﻙ�ﺍﻟﻌﺎﻡ�ﺣﻳﺎﻝ�ﺍﻟﻘﻭﺍﻋﺩ�ﻭﺍﻟﻠﻭﺍﺋﺢ ؟‬
‫َ‬ ‫•‬
‫ﻛﻳﻑ�ﺗﺳﺗﺟﻳﺏ�ﻟﻅﺭﻭﻑ�ﺍﻟﻌﻣﻝ�ﺍﻟﻣﺗﻐﻳﺭﺓ�ﺑﺳﺭﻋﺔ ؟‬ ‫•‬
‫ﻫﻝ�ﻣﻥ�ﺍﻟﻣﺭﺟّ ﺢ�ﺃﻥ�ﺗﻘﺿﻲ�ﺳﺎﻋﺎﺕ�ﻋﻣﻝ�ﻁﻭﻳﻠﺔ�ﻹﻛﻣﺎﻝ�ﻣﺷﺭﻭﻉ ؟‬ ‫•‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬ ‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻ‬
‫ﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﺗﻠﻙ�ﺍﻟﺧﺻﺎﺋﺹ�ﺍﻟﻔﺭﻳﺩﺓ‬
‫ﺍﻟﺗﻲ�ﺗﻣﺗﺎﺯ�ﺑﻬﺎ�ﺷﺧﺻﻳﺔ�ﺍﻟﺳﻳﺩ�‪.Doe‬‬

‫ﺍﻟﺗﻣ ﱡﻛﻥ‬ ‫ﺃﺧﻼﻗﻲ‬


‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺗﺳﻡ�ﺑﺎﻻﺟﺗﻬﺎﺩ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﻠﺗﺯﻡ�ﺑﺻﺭﺍﻣﺔ�ﺑﺎﻟﻘﻳﻡ�ﺍﻟﻌﺭﻓﻳﺔ‬

‫ﻏﻳﺭ�ﻣﺳﺗﻘِﻝ�ﺫﺍﺗﻳﺎ ً‬ ‫ﻓﺎﺿِ ﻝ‬
‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﻬﺗﻡ�ﺑﺂﺭﺍء�ﺍﻵﺧﺭﻳﻥ�ﺣﻭﻝ�ﻧﻔﺳﻪ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺫﻭ�ﻣﺑﺎﺩﺉ‬

‫ﻣﺗﺣ ﱢﻛﻡ�ﺑﺎﻟﺩﻭﺍﻓﻊ‬ ‫ﻟﻳﺱ�ﻋﻔﻭﻳﺎ ً‬


‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻗﻠﺔ�ﺍﻻﻧﺩﻓﺎﻋﻳﺔ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺗﻔﺿﻳﻝ�ﻟﻘﺎﺑﻠﻳﺔ�ﺍﻟﺗﻧﺑﺅ‬

‫ﻳﺗﺟﻧﺏ�ﺍﻟﻣﺗﺎﻋﺏ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﺳﺗﻘﺎﻣﺔ�ﻣﺯﻋﻭﻣﺔ‬

‫‪9‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺍﻟﺷﺧﺻﻳﺔ�ﺍﻟﻣﺳﺗﻁﻠِﻌﺔ�‬
‫‪90‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ُﻧﺑﺊ�ﻣﻘﻳﺎﺱ�ﺍﻟﺷﺧﺻﻳﺔ�ﺍﻟﻣﺳﺗﻁﻠِﻌﺔ�ﺑﻛﻝ�ﻣﻥ�ﺣُﺏ�ﺍﻻﺳﺗﻁﻼﻉ�ﻭﺍﻹﺑﺩﺍﻉ�ﻭﺍﻻﻧﻔﺗﺎﺡ�ﻋﻠﻰ�ﺍﻟﺗﺟﺎﺭﺏ�ﻭﺍﻷﻓﻛﺎﺭ‪.‬‬
‫ﻳ ِ‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﺷﺧﺻﻳﺔ�ﺍﻟﻣﺳﺗﻁﻠِﻌﺔ�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﺑﺩﻭ�‬ ‫‪�D‬‬
‫ﻭﺍﺳﻊ�ﺍﻟﺧﻳﺎﻝ�ﻭﺗﻭّ ﺍﻗﺎً�ﻟﻠﻣﻌﺭﻓﺔ�ﻭﻭﺍﺳﻊ�ﺃﻓﻕ�ﺍﻟﺗﻔﻛﻳﺭ‬ ‫•‬
‫ﻋﻠﻰ�ﺍﺳﺗﻌﺩﺍﺩ�ﻟﺗﺣﺩﻱ�ﺍﻟﺳﻳﺎﺳﺎﺕ�ﻭﺍﻗﺗﺭﺍﺡ�ﺣﻠﻭﻝ�ﺑﺩﻳﻠﺔ‬ ‫•‬
‫ﻣﻬﺗﻣﺎً�ﺑﺎﻟﺻﻭﺭﺓ�ﺍﻷﺷﻣﻝ�ﻭﺍﻟﻘﺿﺎﻳﺎ�ﺍﻹﺳﺗﺭﺍﺗﻳﺟﻳﺔ‬ ‫•‬
‫ﻣُﻭ َﻟﻌﺎً�ﺑﺎﻷﻓﻛﺎﺭ�ﺍﻟﺗﻲ�ﻗﺩ�ﻳﺟﺩﻫﺎ�ﺍﻵﺧﺭﻭﻥ�ﻏﻳﺭ�ﻭﺍﻗﻌﻳﺔ‬ ‫•‬

‫ﻧﻘﺎﻁ�ﻟﻠﻣﻧﺎﻗﺷﺔ‬
‫ً‬
‫ﺗﻡ�ﺗﺻﻣﻳﻡ�ﻧﻘﺎﻁ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﺃﺩﻧﺎﻩ�ﻟﺗﺳﻬﻳﻝ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﻣﻊ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﺗﺧﺻﱢﺹ�ﻭﺫﻟﻙ�ﻟﺗﻘﺻﻲ�ﻧﺗﺎﺋﺞ�ﺍﻟﺗﻘﻳﻳﻡ�ﻭﺍﻟﺗﻔﻛﻳﺭ�ﺑﻔﺭﺹ�ﺇﺟﺭﺍء�ﺍﻟﺗﻁﻭﻳﺭ�ﺍﺳﺗﻧﺎﺩﺍ�ﺇﻟﻰ�ﺳﻳﺎﻕ�ﺍﻟﺩﻭﺭ‬
‫ﺍﻟﺫﻱ�ﻳﺗﺑﻭﺅﻩ�ﺍﻟﻣﺷﺎﺭﻙ‪.‬‬
‫ِ‬
‫ِﻧﻙ�ﺇﻗﺎﻣﺔ�ﺗﻭﺍﺯﻥ�ﺑﻳﻥ�ﺍﻻﺑﺗﻛﺎﺭ�ﻭﺍﻟﻭﺍﻗﻊ�ﺍﻟﻌﻣﻠﻲ ؟‬
‫ﻛﻳﻑ�ﻳﻣﻛ َ‬ ‫•‬
‫ﻛﻳﻑ�ﺗﺳﺗﺟﻳﺏ�ﺇﻟﻰ�ﺍﻟﻣﻬﺎﻡ�ﻭﺍﻟﻣﺳﺅﻭﻟﻳﺎﺕ�ﺍﻟﺭﻭﺗﻳﻧﻳﺔ�ﻭﺍﻟﺗﻲ‪٬‬ﺭﻏﻡ�ﺫﻟﻙ‪�٬‬ﺗﻌﺗﺑﺭ�ﺃﺳﺎﺳﻳﺔ ؟‬ ‫•‬
‫ﻗﻡ�ﺑﻭﺻﻑ�ﻣﻘﺎﺭﺑﺗﻙ�ﺍﻟﺧﺎﺻﺔ�ﻟﺭﺑﻁ�ﺍﻟﻌﻣﻝ�ﺍﻟﻳﻭﻣﻲ�ﻣﻊ�ﺍﻷﻫﺩﺍﻑ�ﺍﻹﺳﺗﺭﺍﺗﻳﺟﻳﺔ‪.‬‬
‫َ‬ ‫•‬
‫ُﻌﺗﺑﺭﻭﻥ�ﻣﻘﺎﻭﻣﻳﻥ�ﻟﻠﺗﻐﻳﻳﺭ�ﻭﺍﻻﺑﺗﻛﺎﺭ ؟‬
‫ِ‬ ‫ﻛﻳﻑ�ﺗﺳﺗﺟﻳﺏ�ﻟﻸﻓﺭﺍﺩ�ﺍﻟﺫﻳﻥ�ﻳ‬ ‫•‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬ ‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻ‬
‫ﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﺗﻠﻙ�ﺍﻟﺧﺻﺎﺋﺹ�ﺍﻟﻔﺭﻳﺩﺓ‬
‫ﺍﻟﺗﻲ�ﺗﻣﺗﺎﺯ�ﺑﻬﺎ�ﺷﺧﺻﻳﺔ�ﺍﻟﺳﻳﺩ�‪.Doe‬‬

‫ﺣُﺏ�ﺍﻻﺳﺗﻁﻼﻉ‬ ‫ﻗﺎﺑﻠﻳﺔ�ﻻﺳﺗﻳﻌﺎﺏ�ﺍﻟﻌﻠﻭﻡ‬
‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺗﻭّ ﺍﻕ�ﻟﻣﻌﺭﻓﺔ�ﺍﻟﻌﺎﻟﻡ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻫﺗﻣﺎﻡ�ﺑﺎﻟﻌﻠﻭﻡ‬

‫ﺃﻟﻌﺎﺏ�ﺫﻫﻧﻳﺔ�ﻣﻌﺭﻓﻳﺔ‬ ‫ﺳﺎﻉ�ﻭﺭﺍء�ﺍﻟﺗﺷﻭﻳﻕ‬
‫ٍ‬
‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻣﻬﺗﻡ�ﺑﺎﻷﺣﺎﺟﻲ�ﻭﺍﻷﻟﻐﺎﺯ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﺗﻣﺗﻊ�ﺑﺎﻟﻣﻐﺎﻣﺭﺓ�ﻭﺍﻹﺛﺎﺭﺓ‬

‫ﺍﻟﺛﻘﺎﻓﺔ‬ ‫ﻳﻭ ﱢﻟﺩ�ﺃﻓﻛﺎﺭ‬


‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻣﺟﻣﻭﻋﺔ�ﻣﺗﻧﻭﻋﺔ�ﻣﻥ�ﺍﻻﻫﺗﻣﺎﻣﺎﺕ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻁﻼﻗﺔ�ﻓﻛﺭﻳﺔ‬

‫‪10‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﻧﻬﺞ�ﺍﻟﺗﻌﻠﻡ‬
‫‪73‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ُﻧﺑﺊ�ﻣﻘﻳﺎﺱ�ﻧﻬﺞ�ﺍﻟﺗﻌﻠﻡ�ﺑﻛﻝ�ﻣﻥ�ﻧﻣﻁ�ﺗﻌﻠﻡ�ﺍﻟﺷﺧﺹ�ﻭ�ﺃﻭ�ﺃﺳﻠﻭﺑﻪ�ﺍﻟﻣﻔﺿﻝ�ﻻﻛﺗﺳﺎﺏ�ﺍﻟﻣﻌﺎﺭﻑ�ﺍﻟﺟﺩﻳﺩﺓ‪.‬‬
‫ﻳ ِ‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﻧﻬﺞ�ﺍﻟﺗﻌﻠﻡ�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﺑﺩﻭ�‬ ‫ﺍﻟﺳﻳﺩ�‪�Doe‬‬
‫ﻣﻬﺗﻣﺎً�ﺑﺎﻟﺗﻌﻠﱡﻡ�ﻭﺗﻠ ّﻘﻲ�ﺍﻟﺗﺩﺭﻳﺏ�ﻭﺍﻟﺑﻘﺎء�ﻣﻭﺍﻛﺑﺎً�ﻵﺧﺭ�ﺍﻟﻣﺳﺗﺟﺩﺍﺕ�ﻓﻲ�ﻣﺟﺎﻝ�ﻋﻣﻠﻪ‬ ‫•‬
‫ﻣﺗﻭ ﱢﻗﺩ�ﺍﻟﺫﻫﻥ�ﻭﻭﺍﺳﻊ�ﺍﻻﻁﻼﻉ‬ ‫•‬
‫ﺃﻧﻪ�ﻳُﺑﻠﻲ�ﺑﻼءﺍً�ﺣﺳﻧﺎً�ﻓﻲ�ﺃﻣﺎﻛﻥ�ﺗﻠﻘﻲ�ﺍﻟﺗﻌﻠﻳﻡ�ﺃﻭ�ﺍﻟﺗﺩﺭﻳﺏ�ﺍﻟﻣﻧﻬﺟﻲ‬
‫ّ‬ ‫•‬
‫ﻳﻔﺎﺟﺊ�ﻋﻧﺩﻣﺎ�ﻻ�ﻳﻛﻭﻥ�ﺍﻵﺧﺭﻳﻥ�ﻭﺍﺳﻌﻲ�ﺍﻻﻁﻼﻉ�ﺃﻭ�ﻣﻬﺗﻣﻳﻥ�ﺑﺎﻟﺗﻌﻠﻡ‬ ‫َ‬ ‫•‬

‫ﻧﻘﺎﻁ�ﻟﻠﻣﻧﺎﻗﺷﺔ‬
‫ً‬
‫ﺗﻡ�ﺗﺻﻣﻳﻡ�ﻧﻘﺎﻁ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﺃﺩﻧﺎﻩ�ﻟﺗﺳﻬﻳﻝ�ﺍﻟﻣﻧﺎﻗﺷﺔ�ﻣﻊ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﺗﺧﺻﱢﺹ�ﻭﺫﻟﻙ�ﻟﺗﻘﺻﻲ�ﻧﺗﺎﺋﺞ�ﺍﻟﺗﻘﻳﻳﻡ�ﻭﺍﻟﺗﻔﻛﻳﺭ�ﺑﻔﺭﺹ�ﺇﺟﺭﺍء�ﺍﻟﺗﻁﻭﻳﺭ�ﺍﺳﺗﻧﺎﺩﺍ�ﺇﻟﻰ�ﺳﻳﺎﻕ�ﺍﻟﺩﻭﺭ‬
‫ﺍﻟﺫﻱ�ﻳﺗﺑﻭﺅﻩ�ﺍﻟﻣﺷﺎﺭﻙ‪.‬‬
‫ِ‬
‫�ﻭﻣﻬﺎﺭﺍﺗﻙ�ﺗﻅﻝ�ﻣﻭﺍﻛِﺑﺔ�ﻟﻠﻣﺳﺗﺟﺩﺍﺕ ؟‬
‫َ‬ ‫�ﺑﺄﻥ�ﻣﻌﺎﺭﻓﻙ‬
‫َ‬ ‫ﻛﻳﻑ�ﺗﺿ َﻣﻥْ‬ ‫•‬
‫ﻛﻳﻑ�ﺗﻘﻳﱢﻡ�ﺍﻟﻔﺎﺋﺩﺓ�ﺍﻟﻣﺣﺗﻣﻠﺔ�ﻟﻔﺭﺹ�ﺍﻟﺗﺩﺭﻳﺏ ؟‬ ‫•‬
‫ﻗﻡ�ﺑﻭﺻﻑ�ﻧﻬﺟﻙ�ﺍﻟﻣﻔﺿﱠﻝ�ﻟﺗﻌﻠﱡﻡ�ﻣﻬﺎﺭﺍﺕ�ﺟﺩﻳﺩﺓ‪.‬‬
‫َ‬ ‫•‬
‫ﱡ‬
‫ﻣﺎ�ﺍﻷﻣﺭ�ﺍﻷﻛﺛﺭ�ﺃﻫﻣﻳﺔ�ﺑﺎﻟﻧﺳﺑﺔ�ﺇﻟﻳﻙ��ﺗﻁﻭﻳﺭ�ﺍﻟﻣﻬﺎﺭﺍﺕ�ﺍﻟﻣﻭﺟﻭﺩﺓ�ﺃﻡ�ﺗﻌﻠﻡ�ﻣﻬﺎﺭﺍﺕ�ﺟﺩﻳﺩﺓ؟�ﻭﻟﻣﺎﺫﺍ ؟‬
‫َ‬ ‫•‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬ ‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻ‬
‫ﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﺗﻠﻙ�ﺍﻟﺧﺻﺎﺋﺹ�ﺍﻟﻔﺭﻳﺩﺓ‬
‫ﺍﻟﺗﻲ�ﺗﻣﺗﺎﺯ�ﺑﻬﺎ�ﺷﺧﺻﻳﺔ�ﺍﻟﺳﻳﺩ�‪.Doe‬‬

‫ﻗﺎﺑﻠﻳﺔ�ﻻﺳﺗﻳﻌﺎﺏ�ﺍﻟﺭﻳﺎﺿﻳﺎﺕ‬ ‫ﺍﻟﺗﻌﻠﻳﻡ‬
‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻛﻭﻧﻪ�ﺟﻳﺩ�ﻣﻊ�ﺍﻷﺭﻗﺎﻡ‬
‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻛﻭﻧﻪ�ﻁﺎﻟﺏ�ﺟﻳﺩ‬

‫ﻳﻁﺎﻟِﻊ‬ ‫ﺫﺍﻛﺭﺓ�ﺟﻳﺩﺓ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺑﻘﻰ�ﻋﻠﻰ�ﺍﻁﻼﻉ�ﺑﺂﺧﺭ�ﺍﻟﻣﺳﺗﺟﺩﺍﺕ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺗﺫﻛﺭ�ﺍﻷﺷﻳﺎء�ﺑﺳﻬﻭﻟﺔ‬

‫‪11‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻣﻬﻧﻳﺔ‬
‫ﻋﻥ�ﻛﻔﺎءﺓ�ﺃﺩﺍء�ﺍﻟﺷﺧﺹ�ﻟﺳﺕ�ﺃﺩﻭﺍﺭ�ﻣﻬﻧﻳﺔ�ﻋﺎﻣﺔ‪�.‬ﻓﺎﻟﻣﻘﺎﻳﻳﺱ�ﻗﺎﺋﻣﺔ�ﻋﻠﻰ�ﺃﺳﺎﺱ�ﺑﺣﻭﺙ�ﻭﺗﻘﺎﺭﻥ�ﺑﻳﻥ�ﺫﻭﻱ‬
‫ِ‬
‫ﻣﻼﺣﻅﺔ��ﺗﻡ�ﺍﻷﺩﺍء�ﺍﻟﻣﺭﺗﻔِﻊ�ﻭﺍﻟﻣﻧﺧﻔِﺽ�ﻓﻲ�ﻛﻝ�ﻣﻥ�ﻓﺋﺎﺕ�ﺍﻟﻭﻅﺎﺋﻑ‪�.‬ﺇﺫ�ﺗﻘﻳﱢﻡ�ﻫﺫﻩ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺗﻠﻙ�ﺍﻟﺻﻔﺎﺕ�ﺍﻟﺗﻲ�ﺗﻣﻳﱢﺯ�ﺍﻟﻣﺅﺩﻳﻥ�ﺫﻭﻱ�ﺍﻟﺗﻘﺩﻳﺭ�ﺍﻟﻣﺭﺗﻔِﻊ�ﻋﻥ�ﺫﻭﻱ�ﺍﻟﺗﻘﺩﻳﺭ�ﺍﻟﻣﻧﺧﻔِﺽ‪.‬‬
‫ﺗﺻﻣﻳﻡ�ﻫﺫﻩ�ﺍﻟﻣﻌﻠﻭﻣﺎﺕ�ﻟﻳﺗﻡ�ﺍﺳﺗﻌﻣﺎﻟﻬﺎ�ﻓﻲ�ﻋﻣﻠﻳ َﺗﻲ�ﺍﺧﺗﻳﺎﺭ�ﻭﺗﻭﻅﻳﻑ�ﺍﻟﻣﻭﻅﻔﻳﻥ‪�.‬ﻻ�ﻳ َ‬
‫ُﻧﺻﺢ�ﺑﺎﺳﺗﻌﻣﺎﻟﻬﺎ�ﻓﻲ�ﻋﻣﻠﻳﺔ�ﺗﻁﻭﻳﺭ�ﺍﻟﻣﻭﻅﻔﻳﻥ‪.‬‬

‫ﺗﺗﺿﻣﻥ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻣﻬﻧﻳﺔ�ﺍﻟﺧﺎﺻﺔ�ﺑﻘﺎﺋﻣﺔ�‪�HPI‬‬

‫ﻳﺗﻌﻠﻕ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺍﻷﺩﺍء�ﻓﻲ�ﻭﻅﺎﺋﻑ�ﺗﺗﻁﻠﺏ�ﺧﺩﻣﺔ�ﻋﻣﻼء‬ ‫ﺍﻟﺗﻭﺟﻪ�ﺍﻟﺧﺩﻣﺎﺗﻲ‬

‫ﻳﺗﻌﻠﻕ�ﺑﺎﻟﺫﻳﻥ�ﻳﻛﻭﻧﻭﻥ�ﻗﺎﺩﺭﻳﻥ�ﻋﻠﻰ�ﺍﻟﺗﻌﺎﻣﻝ�ﻣﻊ�ﺍﻹﺟﻬﺎﺩ�ﻭﺍﻟﺿﻐﻁ�ﺃﺛﻧﺎء�ﺍﻟﻌﻣﻝ‬ ‫ﺗﺣ ﱡﻣﻝ�ﺍﻹﺟﻬﺎﺩ‬

‫ﺗﺗﻌﻠﻕ�ﺑﺎﻟﺫﻳﻥ�ﻳﻛﻭﻧﻭﻥ�ﻣﻭﺍﻁﻧﻳﻥ�ﻣﻧﻅﻣﻳﻳﻥ�ﺟﻳﺩﻳﻥ‬ ‫ﺍﻟﻣﻭﺛﻭﻗﻳﺔ‬

‫ﻳﺗﻌﻠﻕ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺍﻷﺩﺍء�ﻓﻲ�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻹﺩﺍﺭﻳﺔ�ﻭﺍﻟﻣﻛﺗﺑﻳﺔ‬ ‫ﺇﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﻣﻛﺗﺑﻳﺔ‬

‫ﻳﺗﻌﻠﻕ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺍﻷﺩﺍء�ﻓﻲ�ﻭﻅﺎﺋﻑ�ﺍﻟﻣﺑﻳﻌﺎﺕ‬ ‫ﺇﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﻭﻅﺎﺋﻑ�ﺍﻟﻣﺑﻳﻌﺎﺕ‬

‫ﻳﺗﻌﻠﻕ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺍﻷﺩﺍء�ﻓﻲ�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﺧﺎﺻﺔ�ﺑﺎﻟﻣﺩﺭﺍء‬ ‫ﺇﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﺧﺎﺻﺔ�ﺑﺎﻟﻣﺩﺭﺍء‬

‫ﺗﺷﻳﺭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺇﻟﻰ�ﻧﺳﺑﺔ�ﺍﻷﺷﺧﺎﺹ�ﺍﻟﺫﻳﻥ�ﺳﻳﻧﺎﻟﻭﻥ�ﺩﺭﺟﺎﺕ�ﻣﻣﺎﺛﻠﺔ�ﺃﻭ�ﺃﺩﻧﻰ�ﻣﻥ�ﺍﻟﺳﻳﺩ�‪.Doe‬‬
‫ُﺗ‬
‫ﺩﻧﻳﺎﻌﺗ َﺑﺭ�ﺍﻟﺩﺭﺟﺎﺕ�ﻣﻥ�‪ �0‬ﺇﻟﻰ�‪25‬‬ ‫•‬
‫ُﺗ‬
‫ﻣﺎ�ﺩﻭﻥ�ﺍﻟﻣﺗﻭﺳﻁﻌﺗ َﺑﺭ�ﺍﻟﺩﺭﺟﺎﺕ�ﻣﻥ�‪ �26‬ﺇﻟﻰ�‪50‬‬ ‫•‬
‫ُﺗ‬
‫ﻓﻭﻕ�ﺍﻟﻣﺗﻭﺳﻁﻌﺗ َﺑﺭ�ﺍﻟﺩﺭﺟﺎﺕ�ﻣﻥ�‪ �51‬ﺇﻟﻰ�‪75‬‬ ‫•‬
‫ﻋﻠﻳﺎ ُﺗﻌﺗ َﺑﺭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻷﻋﻠﻰ�ﻣﻥ�‪76‬‬ ‫•‬

‫ﺍﻟﺗﻭﺟﻪ�ﺍﻟﺧﺩﻣﺎﺗﻲ�‬

‫‪73‬‬
‫ﺗﺣﻣﱡﻝ�ﺍﻹﺟﻬﺎﺩ�‬

‫‪77‬‬
‫ﺍﻟﻣﻭﺛﻭﻗﻳﺔ�‬

‫‪77‬‬
‫ﺇﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﻣﻛﺗﺑﻳﺔ�‬

‫‪100‬‬
‫ﺇﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﻭﻅﺎﺋﻑ�ﺍﻟﻣﺑﻳﻌﺎﺕ�‬

‫‪95‬‬
‫ﺇﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﺧﺎﺻﺔ�ﺑﺎﻟﻣﺩﺭﺍء�‬

‫‪93‬‬

‫‪12‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺍﻟﺗﻭﺟﻪ�ﺍﻟﺧﺩﻣﺎﺗﻲ�‬
‫‪73‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ﺇﻥّ �ﻣﻘﻳﺎﺱ�ﺍﻟﺗﻭﺟﻪ�ﺍﻟﺧﺩﻣﺎﺗﻲ�ﻳﺣﺩﺩ�ﺍﻷﺷﺧﺎﺹ�ﺍﻟﺫﻳﻥ�ﻳﻌﺎﻣِﻠﻭﻥ�ﺍﻟﻌﻣﻼء�ﻭﺍﻟﺯﻣﻼء�ﺑﺄﺳﻠﻭﺏ�ﻣﻬﺫﺏ�ﻭﺇﺭﺍﺩﺓ�ﻣﺳﺎﻋِ ﺩﺓ‪�.‬ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﻌﻠﻳﺎ� َﻳﺑﺩﻭﻥ�ﻟﻁﻔﺎء�ﻭﻣﺭﺍﻋﻳﻥ�ﻟﻶﺧﺭﻳﻥ�ﻭﻟﺑﻘﻳﻥ‪.‬‬
‫ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﺩﻧﻳﺎ� َﻳﺑﺩﻭﻥ�ﺑﺷﺧﺻﻳﺔ�ﻓﻅﺔ�ﻭﻣﺗﻭﺗﺭﺓ�ﻭﺣﺎﺩﺓ�ﺍﻟﻣﺯﺍﺝ�ﻭﻣﻧﺷﻐﻠﺔ�ﺍﻟﺑﺎﻝ‪.‬‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﻭﺟﻪ�ﺍﻟﺧﺩﻣﺎﺗﻲ�ﺗﻭﺣﻲ�ﺑﺄﻥ�ﻟﺩﻳﻪ�ﺇﻣﻛﺎﻧﺎﺕ�ﺑﺣﺩﻭﺩ�ﻓﻭﻕ�ﺍﻟﻣﺗﻭﺳﻁ�ﻷﺩﺍء�ﺃﺩﻭﺍﺭ�ﺗﺗﻁﻠﺏ�ﺧﺩﻣﺔ�ﻋﻣﻼء�ﻗﻭﻳﺔ‪.‬‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬ ‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻ‬
‫ﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﻠﺩﺭﺟﺔ�ﺍﻟﺗﻲ�ﺍﺳﺗﺣﻘﻬﺎ�ﺍﻟﺳﻳﺩ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﻭﺟﻪ�ﺍﻟﺧﺩﻣﺎﺗﻲ‪.‬‬

‫ﻣﺗﻌﺎﻁﻑ‬ ‫ﻓﺎﺿِ ﻝ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻏﻳﺎﺏ�ﺳﺭﻋﺔ�ﺍﻻﺳﺗﺛﺎﺭﺓ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺫﻭ�ﻣﺑﺎﺩﺉ‬

‫ﺣﺳﺎﺱ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻙ�ﻭﻣﺗﻔﻬﻡ‬ ‫ﻣﺩﺭ‬
‫ِ‬ ‫ِ‬

‫‪13‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺗﺣ ﱡﻣﻝ�ﺍﻹﺟﻬﺎﺩ�‬
‫‪77‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ﺇﻥّ �ﻣﻘﻳﺎﺱ�ﺗﺣﻣﱡﻝ�ﺍﻹﺟﻬﺎﺩ�ﻳﺣﺩﺩ�ﺍﻷﺷﺧﺎﺹ�ﺍﻟﺫﻳﻥ�ﻳﺗﻌﺎﻣﻠﻭﻥ�ﺑﺳﻬﻭﻟﺔ�ﻣﻊ�ﻛﻝ�ﻣﻥ�ﺍﻹﺟﻬﺎﺩ�ﻭﺍﻟﺿﻐﻁ�ﻭﺃﻋﺑﺎء�ﺍﻟﻌﻣﻝ�ﺍﻟﺛﻘﻳﻠﺔ‪�.‬ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﻌﻠﻳﺎ� َﻳﺑﺩﻭﻥ�ﻫﺎﺩﺋﻳﻥ�ﻭﺳﺭﻳﻌﻲ�ﺍﻻﺳﺗﺟﺎﺑﺔ‬
‫ﻟﻠﻣﺗﻐﻳﺭﺍﺕ�ﻭﻣﻌﺗﺩﻟﻲ�ﺍﻟﻣﺯﺍﺝ‪�.‬ﻻ�ﻳﻧﺯﻋﺟﻭﻥ�ﻣﻥ�ﺣﺎﻻﺕ�ﺍﻟﺗﻌﻁﻳﻝ�ﻭﺍﻻﻧﺗﻛﺎﺳﺎﺕ�ﺍﻟﻐﻳﺭ�ﻣﺗﻭ ﱠﻗﻌﺔ�ﻭﻧﺎﺩﺭﺍً�ﻣﺎ�ﻳﺣﻭﱢ ﻟﻭﻥ�ﺍﻷﺯﻣﺎﺕ�ﻟﺣﺎﻻﺕ�ﺩﺭﺍﻣﻳﺔ�ﺷﺧﺻﻳﺔ‪�.‬ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﺩﻧﻳﺎ� َﻳﺑﺩﻭﻥ‬
‫ﻣﺗﻘﻠﱢﺑﻲ�ﺍﻟﻣﺯﺍﺝ�ﻭﻣﻧﺗﻘِﺩﻳﻥ�ﻟﺫﺍﺗﻬﻡ�ﻭﻣﻧﺯﻋِ ﺟﻳﻥ�ﺑﺳﻬﻭﻟﺔ‪.‬‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﱡﻝ�ﺍﻹﺟﻬﺎﺩ�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﻣﺗﻠﻙ�ﺍﻹﻣﻛﺎﻧﺎﺕ�ﻟﻸﺩﺍء�ﺑﺷﻛﻝ�ﺟﻳﺩ�ﻓﻲ�ﺍﻷﺩﻭﺍﺭ�ﺍﻟﻣﺟﻬﺩﺓ‪.‬‬
‫ِ‬ ‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺗﺣﻣ‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬
‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﻠﺩﺭﺟﺔ�ﺍﻟﺗﻲ�ﺍﺳﺗﺣﻘﻬﺎ�ﺍﻟﺳﻳﺩ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺗﺣﻣﱡﻝ�ﺍﻹﺟﻬﺎﺩ‪.‬‬

‫ﻋﺩﻡ�ﺍﻟﺷﻌﻭﺭ�ﺑﺎﻟﺫﻧﺏ‬ ‫ﻏﻳﺭ�ﻣﻧﺷﻐﻝ�ﺍﻟﺑﺎﻝ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻏﻳﺎﺏ�ﺍﻟﺗﺄﺳﻑ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻧﻌﺩﺍﻡ�ﺍﻟﻘﻠﻕ‬

‫ﺍﻧﻌﺩﺍﻡ�ﺍﻟﺷﻛﺎﻭﻯ‬ ‫ﺍﻹﻧﺟﺎﺯ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻻ�ﻳﺗﺫﻣﺭ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﺭﺿﻰ�ﺑﺄﺩﺍﺋﻪ‬

‫ﺍﻟﻬﺩﻭء‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻋﺩﻡ�ﻭﺟﻭﺩ�ﺍﻻﻧﻔﻌﺎﻟﻳﺔ‬

‫‪14‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺍﻟﻣﻭﺛﻭﻗﻳﺔ�‬
‫‪77‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ﺇﻥّ �ﻣﻘﻳﺎﺱ�ﺍﻟﻣﻭﺛﻭﻗﻳﺔ�ﻳﺣﺩﺩ�ﺍﻷﺷﺧﺎﺹ�ﺍﻟﺫﻳﻥ�ﻳﻣﺗﺛﻠﻭﻥ�ﺑﻣﺣﺽ�ﺇﺭﺍﺩﺗﻬﻡ�ﻟﻠﻘﻭﺍﻋﺩ�ﻭﻳﺣﺗﺭﻣﻭﻥ�ﺍﻟﻘﻳﻡ�ﺍﻟﻣﺅﺳﺳﻳﺔ�ﺍﻟﺧﺎﺻﺔ�ﺑﻣﻛﺎﻥ�ﺍﻟﻌﻣﻝ‪�.‬ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﻌﻠﻳﺎ�ﻳُﻌﺗﺑﺭﻭﻥ�ﻣﻭﺍﻁﻧﻳﻥ‬
‫�ﻳﻣﻛﻥ�ﺍﻻﻋﺗﻣﺎﺩ�ﻋﻠﻳﻬﻡ�ﻭﻣﺗﺣﻣﱢﻠﻳﻥ�ﻟﻠﻣﺳﺅﻭﻟﻳﺔ�ﻭﻣﻧﺿﺑﻁﻳﻥ�ﺫﺍﺗﻳﺎً�‪�.‬ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﺩﻧﻳﺎ�ﺳﻭﻑ�ﻳﻣﻳﻠﻭﻥ�ﺇﻟﻰ�ﺃﻥ�ﻳﻛﻭﻧﻭﺍ�ﺃﻗﻝ�ﻣﻁﺎﻭﻋﺔ‬
‫َ‬ ‫ﱠ‬
‫ﻣﻧﻅﻣﻳﻳﻥ�ﺟﻳﺩﻳﻥ�ﻣﻣﻥ�ﺳ َﻳﺑﺩﻭﻥ�ﺃﺷﺧﺎﺻﺎ ً‬
‫ﻭﻣﺭﺍﻋﺎﺓ�ﻟﻠﻘﻭﺍﻋﺩ‪.‬‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﻣﻭﺛﻭﻗﻳﺔ�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﻧﺑﻐﻲ�ﺃﻥ�ﻳﻛﻭﻥ�ﻣﻭﺍﻁﻧﺎً�ﺷﺭﻛﺎﺗﻳﺎً�ﻣﻣﺗﺎﺯﺍً‪.‬‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬
‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﻠﺩﺭﺟﺔ�ﺍﻟﺗﻲ�ﺍﺳﺗﺣﻘﻬﺎ�ﺍﻟﺳﻳﺩ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﻣﻭﺛﻭﻗﻳﺔ‪.‬‬ ‫‪�D‬‬

‫ﻣﺗﺣ ﱢﻛﻡ�ﺑﺎﻟﺩﻭﺍﻓﻊ‬ ‫ﺗﻌﻠﱡﻕ�ﺟﻳﺩ‬


‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻗﻠﺔ�ﺍﻻﻧﺩﻓﺎﻋﻳﺔ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻋﻼﻗﺎﺕ�ﺟﻳﺩﺓ�ﻣﻊ�ﺭﻣﻭﺯ�ﺍﻟﺳُﻠﻁﺔ‬

‫ﻻ�ﻣِﻥ�ﻋِ ﺩﺍء‬ ‫ﻳﺗﺟﻧﺏ�ﺍﻟﻣﺗﺎﻋﺏ‬


‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻣﺗﻘﺑﻝ�ﻋﻣﻭﻣﺎ ً‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﺳﺗﻘﺎﻣﺔ�ﻣﺯﻋﻭﻣﺔ‬
‫ِ‬

‫‪15‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺇﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﻣﻛﺗﺑﻳﺔ�‬
‫‪100‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ﺇﻥّ �ﻣﻘﻳﺎﺱ�ﺍﻟﺗﺣﻠﻲ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﻣﻛﺗﺑﻳﺔ�ﻳﺣﺩﺩ�ﺍﻷﺷﺧﺎﺹ�ﻣﻣﻥ�ﻟﺩﻳﻬﻡ�ﻣﻭﺍﻫﺏ�ﻟﻠﻘﻳﺎﻡ�ﺑﺎﻷﻋﻣﺎﻝ�ﺍﻟﻣﻛﺗﺑﻳﺔ�ﺍﻟﻛﺗﺎﺑﻳﺔ�ﻭﺗﻭﻟﱢﻲ�ﺍﻟﻣﺳﺅﻭﻟﻳﺎﺕ�ﺍﻹﺩﺍﺭﻳﺔ‪�.‬ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﻌﻠﻳﺎ‬
‫َﻳﺑﺩﻭﻥ�ﻧﺎﺿﺟﻳﻥ�ﻭﻣﺟ َﺗ ِﻬﺩﻳﻥ�ﻟﻠﻐﺎﻳﺔ�ﻭﻟﻬﻡ�ﻣﻬﺎﺭﺍﺕ�ﺍﺟﺗﻣﺎﻋﻳﺔ�ﻭﻋﻠﻰ�ﺍﺳﺗﻌﺩﺍﺩ�ﻟﺗﻭﻟﻲ�ﺍﻟﻣﺳﺅﻭﻟﻳﺎﺕ‪�.‬ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﺩﻧﻳﺎ� َﻳﺑﺩﻭﻥ�ﻣﺗﻭﺗﺭﻳﻥ�ﻭﻣﺗﺭﺩﺩﻳﻥ�ﻭﻗﻠﻘﻳﻥ‪.‬‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﺣﻠﻲ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﻣﻛﺗﺑﻳﺔ�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﻧﺑﻐﻲ�ﺃﻥ�ﻳﺅﺩﻱ�ﺑﺷﻛﻝ�ﺟﻳﺩ�ﻓﻲ�ﺍﻷﺩﻭﺍﺭ�ﺍﻟﻣﻛﺗﺑﻳﺔ�ﺃﻭ�ﺍﻹﺩﺍﺭﻳﺔ‪.‬‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬ ‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻ‬
‫ﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﻠﺩﺭﺟﺔ�ﺍﻟﺗﻲ�ﺍﺳﺗﺣﻘﻬﺎ�ﺍﻟﺳﻳﺩ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﺣﻠﻲ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﻣﻛﺗﺑﻳﺔ‪.‬‬

‫ﺍﻧﻌﺩﺍﻡ�ﺍﻟﺷﻛﺎﻭﻯ‬ ‫ﻏﻳﺭ�ﻣﻧﺷﻐﻝ�ﺍﻟﺑﺎﻝ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻻ�ﻳﺗﺫﻣﺭ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻧﻌﺩﺍﻡ�ﺍﻟﻘﻠﻕ‬

‫ﺍﻟﻘﻳﺎﺩﺓ‬ ‫ﻳﺗﺟﻧﺏ�ﺍﻟﻣﺗﺎﻋﺏ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﻣﻳﻝ�ﻟﺗﺑﻭء�ﻣﻧﺎﺻﺏ�ﻗﻳﺎﺩﻳﺔ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﺳﺗﻘﺎﻣﺔ�ﻣﺯﻋﻭﻣﺔ‬

‫ﻣﻬﺗﻡ�ﺑﺎﻵﺧﺭﻳﻥ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬
‫ﻳﻣﻳﻝ�ﺇﻟﻰ�ﺃﻥ�ﻳﻛﻭﻥ�ﻟﻁﻳﻔﺎً�ﻭﻣ ٍ‬
‫ُﺭﺍﻉ�ﻟﻶﺧﺭﻳﻥ‬

‫‪16‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺇﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﻭﻅﺎﺋﻑ�ﺍﻟﻣﺑﻳﻌﺎﺕ�‬
‫‪95‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ﺇﻥّ �ﻣﻘﻳﺎﺱ�ﺍﻟﺗﺣﻠﻲ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﻭﻅﺎﺋﻑ�ﺍﻟﻣﺑﻳﻌﺎﺕ�ﻳﺣﺩﺩ�ﺍﻷﺷﺧﺎﺹ�ﻣﻣﻥ�ﻟﺩﻳﻬﻡ�ﻣﻭﺍﻫﺏ�ﻟﻠﻘﻳﺎﻡ�ﺑﺎﻟﻣﺑﻳﻌﺎﺕ‪�.‬ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﻌﻠﻳﺎ� َﻳﺑﺩﻭﻥ�ﻭﻛﺄﻧﻬﻡ�ﻳﺳﺗﻣﺗﻌﻭﻥ�ﺟﺩﺍً�ﺣﻳﻧﻣﺎ�ﻳﻛﻭﻧﻭﻥ‬
‫ﻣﺭﻛﺯ�ﺍﻫﺗﻣﺎﻡ�ﺍﻵﺧﺭﻳﻥ�ﻭﻳﻭﺻﻔﻭﻥ�ﺑﺄﻧﻬﻡ�ﻭﺍﺛﻘﻳﻥ�ﺑﺄﻧﻔﺳﻬﻡ�ﻭﻣﻧﺩﻣﺟﻳﻥ�ﺍﺟﺗﻣﺎﻋﻳﺎً�ﻭﺳﺭﻳﻌﻲ�ﺍﻟﺑﺩﻳﻬﺔ‪�.‬ﻛﻣﺎ�ﻳﺑﺩﻭﻥ�ﺃﻳﺿﺎً�ﻣﺣﺎﺩِﺛﻳﻥ�ﺟﻳﺩﻳﻥ�ﻭﻣُﺣﺑّﻳﻥ�ﻟﻠﺧﺭﻭﺝ�ﺑﺭﻓﻘﺔ�ﺍﻵﺧﺭﻳﻥ�ﻭﺟﺎﺯﻣﻳﻥ‪.‬‬
‫ْ‬
‫ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﺩﻧﻳﺎ�ﻳﻣﻳﻠﻭﻥ�ﺇﻟﻰ�ﺃﻥ�ﻳﻛﻭﻧﻭﺍ�ﺧﺟﻭﻟﻳﻥ�ﻭﺻﺎﻣﺗﻳﻥ�ﻭﻛﺗﻭﻣﻳﻥ‪.‬‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﺣﻠﻲ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﻭﻅﺎﺋﻑ�ﺍﻟﻣﺑﻳﻌﺎﺕ�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﻧﺑﻐﻲ�ﺃﻥ�ﻳﺅﺩﻱ�ﺑﺷﻛﻝ�ﺟﻳﺩ�ﻓﻲ�ﺃﺩﻭﺍﺭ�ﺍﻟﻣﺑﻳﻌﺎﺕ‪.‬‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬
‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﻠﺩﺭﺟﺔ�ﺍﻟﺗﻲ�ﺍﺳﺗﺣﻘﻬﺎ�ﺍﻟﺳﻳﺩ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﺣﻠﻲ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﻭﻅﺎﺋﻑ�ﺍﻟﻣﺑﻳﻌﺎﺕ‪.‬‬

‫ﺑﻼ�ﻗﻠﻕ�ﺍﺟﺗﻣﺎﻋﺎﺕ�ﺍﻟﻌﻣﻠﻲ‬ ‫ﻭﺍﺛﻕ�ﺑﻧﻔﺳﻪ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﺛﻘﺔ�ﺑﺎﻟﻧﻔﺱ�ﺍﺟﺗﻣﺎﻋﻳﺎ ً‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﺛﻘﺔ�ﺑﺎﻟﺫﺍﺕ‬

‫ُﻳﺣِﺏ�ﺍﻟﺣﺷﻭﺩ‬ ‫ُﻳﺣِﺏ�ﺍﻟﺣﻔﻼﺕ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺟﺩ�ﺍﻟﺣﺷﻭﺩ�ﺍﻟﻛﺑﻳﺭﺓ�ﻣﺛﻳﺭﺓ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺳﺗﻣﺗﻊ�ﺑﺎﻟﻠﻘﺎءﺍﺕ�ﺍﻻﺟﺗﻣﺎﻋﻳﺔ‬

‫ﺍﺳﺗﻌﺭﺍﺿﻲ‬ ‫ﺳﺎﻉ�ﻭﺭﺍء�ﺗﺟﺎﺭﺏ�ﺟﺩﻳﺩﺓ‬
‫ٍ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺳﻌﻰ�ﻟﺟﺫﺏ�ﺍﻻﻧﺗﺑﺎﻩ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺗﻔﺿﻳﻝ�ﺍﻟﺗﻧﻭﻉ�ﻭﺍﻟﺗﺣﺩﻱ‬

‫ﺳﻬﻝ�ﺍﻟﻌﺷﺭﺓ‬ ‫ﻣﺳﻝ ﱟ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺣﻠﻳﻡ�ﻭﻫﺎﺩﺉ�ﺍﻟﺑﺎﻝ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻣﺣﺑﺏ�ﺇﻟﻰ�ﺍﻟﻧﻔﺱ�ﻭﻣﺅﺍﻧِﺱ‬

‫ﻣﺗﺣ ﱢﻛﻡ�ﺑﺎﻟﺩﻭﺍﻓﻊ‬ ‫ُﻳﺣِﺏ�ﺍﻟﻧﺎﺱ‬


‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻗﻠﺔ�ﺍﻻﻧﺩﻓﺎﻋﻳﺔ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺳﺗﻣﺗﻊ�ﺑﺎﻟﺗﻭﺍﺟﺩ�ﺣﻭﻝ�ﺍﻵﺧﺭﻳﻥ‬

‫ﻳﻭ ﱢﻟﺩ�ﺃﻓﻛﺎﺭ‬ ‫ﺳﺎﻉ�ﻭﺭﺍء�ﺍﻟﺗﺷﻭﻳﻕ‬


‫ٍ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻁﻼﻗﺔ�ﻓﻛﺭﻳﺔ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﺗﻣﺗﻊ�ﺑﺎﻟﻣﻐﺎﻣﺭﺓ�ﻭﺍﻹﺛﺎﺭﺓ‬

‫ﻻ�ﻣﻥ�ﺇﺩﺍﺭﺓ�ﻟﻼﻧﻁﺑﺎﻋﺎﺕ‬ ‫ﻣﺗﺭﻛﺯ�ﺣﻭﻝ�ﺍﻟﺫﺍﺕ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻗﻠﺔ�ﺍﻻﻛﺗﺭﺍﺙ�ﺑﺎﻟﺗﻌﻠﻳﻘﺎﺕ�ﺍﻻﺟﺗﻣﺎﻋﻳﺔ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﺳﺗﻧﺑﺎﻁﻲ‬

‫‪17‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬


‫ﻫﻭﻗﺎﻥ ﻟﻠﺗﻁﻭﻳﺭ‬

‫ﺻﺭ‬
‫ﺗﺑ ﱡ‬

‫ﺍﻟﻣﻘﻳﺎﺱ��ﺇﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﺧﺎﺻﺔ�ﺑﺎﻟﻣﺩﺭﺍء�‬
‫‪93‬‬
‫ﺍﻟﻭﺻﻑ‬
‫ْ‬
‫ّﺎﻟﺔ‪�.‬ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﻌﻠﻳﺎ�ﻳﻭﺻﻔﻭﻥ�ﺑﺄﻧﻬﻡ‬ ‫ﺇﻥّ �ﻣﻘﻳﺎﺱ�ﺍﻟﺗﺣﻠﻲ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﺧﺎﺻﺔ�ﺑﺎﻟﻣﺩﺭﺍء�ﻳﺣﺩﺩ�ﺍﻷﺷﺧﺎﺹ�ﻣﻣﻥ�ﻟﺩﻳﻬﻡ�ﻣﻭﺍﻫﺏ�ﻟﺑﻧﺎء�ﻭﺍﻟﻣﺣﺎﻓﻅﺔ�ﻋﻠﻰ�ﻓِﺭﻕ�ﻓﻌ‬
‫ﱠ‬
‫�ﺟﺩﻳﺭﻳﻥ�ﺑﺎﻟﺛﻘﺔ�ﻭﻣﺧﻁﻁﻳﻥ�ﻟﻠﻐﺎﻳﺔ�ﻭﺃﻛ ّﻔﺎء‪�.‬ﺫﻭﻭ�ﺍﻟﺩﺭﺟﺎﺕ�ﺍﻟﺩﻧﻳﺎ� َﻳﺑﺩﻭﻥ�ﻣﻧﻘﺎﺩﻳﻥ‬‫ﻁﻣﻭﺣﻳﻥ�ﻭﺗﻧﺎﻓﺳﻳﻳﻥ�ﻭﻣﺟ َﺗﻬﺩﻳﻥ�ﻟﻠﻐﺎﻳﺔ�ﻭﻳﺭﻳﺩﻭﻥ�ﺃﻥ�ﻳﻛﻭﻧﻭﺍ�ﻣﺳﺅﻭﻟﻳﻥ‪�.‬ﻛﻣﺎ�ﻳﺑﺩﻭﻥ�ﺃﻳﺿﺎ ً‬
‫ﻭﻣﺗﻔﺎﻋﻠﻳﻥ�ﻭﻛﺳﺎﻟﻰ‪.‬‬

‫ﺗﻔﺳﻳﺭ�ﺍﻟﺩﺭﺟﺔ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﺣﻠﻲ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﺧﺎﺻﺔ�ﺑﺎﻟﻣﺩﺭﺍء�ﺗﻭﺣﻲ�ﺑﺄﻧﻪ�ﻳﻧﺑﻐﻲ�ﺃﻥ�ﻳﺅﺩﻱ�ﺑﺷﻛﻝ�ﺟﻳﺩ�ﻓﻲ�ﺍﻷﺩﻭﺍﺭ�ﺍﻟﺧﺎﺻﺔ�ﺑﺎﻟﻣﺩﺭﺍء‪.‬‬

‫ﺗﺄﻟﻳﻑ�ﻣﻘﻳﺎﺱ�ﻓﺭﻋﻲ‬
‫ً‬
‫ﻳﻧﺑﻐﻲ�ﺃﻥ�ﺗﻔﺳﱠﺭ�ﺍﻟﻣﻘﺎﻳﻳﺱ�ﺍﻟﻔﺭﻋﻳﺔ�ﺃﺩﻧﺎﻩ�ﻓﻘﻁ�ﻣﻥ�ﻗِﺑﻝ�ﻣﺩﺭّ ﺏ�ﺃﻭ�ﻣﺯﻭﱢ ﺩ�ﻣﻼﺣﻅﺎﺕ�ﻣﻌﺗ َﻣﺩ�ﻣﻥ�ﺷﺭﻛﺔ�ﻫﻭﻗﺎﻥ‪�.‬ﺇﻧﻬﺎ�ﻣﺻﻣﱠﻣﺔ�ﻟﺗﻘﺩﻳﻡ�ﺗﺑﺻﱡﺭ�ﺃﻛﺛﺭ�ﺗﻔﺻﻳﻼ�ﻟﻠﺩﺭﺟﺔ�ﺍﻟﺗﻲ�ﺍﺳﺗﺣﻘﻬﺎ�ﺍﻟﺳﻳﺩ‬
‫ﻭﻓﻕ�ﻣﻘﻳﺎﺱ�ﺍﻟﺗﺣﻠﻲ�ﺑﺈﻣﻛﺎﻧﺎﺕ�ﺃﺩﺍء�ﺍﻟﻭﻅﺎﺋﻑ�ﺍﻟﺧﺎﺻﺔ�ﺑﺎﻟﻣﺩﺭﺍء‪.‬‬

‫ﺍﻹﻧﺟﺎﺯ‬ ‫ﺍﻟﺗﻌﻠﻳﻡ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﺭﺿﻰ�ﺑﺄﺩﺍﺋﻪ‬
‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻛﻭﻧﻪ�ﻁﺎﻟﺏ�ﺟﻳﺩ‬

‫ﺍﻟﻬﻭﻳﺔ‬ ‫ﺍﻧﻌﺩﺍﻡ�ﺍﻟﺷﻛﺎﻭﻯ‬
‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﺭﺿﻰ�ﺑﻣﻬﺎﻡ�ﺣﻳﺎﺗﻪ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻻ�ﻳﺗﺫﻣﺭ‬

‫ﻳﺗﺟﻧﺏ�ﺍﻟﻣﺗﺎﻋﺏ‬ ‫ﺍﻟﺗﻣ ﱡﻛﻥ‬


‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﺳﺗﻘﺎﻣﺔ�ﻣﺯﻋﻭﻣﺔ‬
‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﻳﺗﺳﻡ�ﺑﺎﻻﺟﺗﻬﺎﺩ‬

‫ﺗﻧﺎﻓﺳﻲ‬ ‫ﺍﻟﻘﻳﺎﺩﺓ‬
‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫َ‬
‫ﻣﺗﺳﻡ�ﺑﺎﻟﺗﻧﺎﻓﺳﻳﺔ�ﻭﻁﻣﻭﺡ�ﻭﻣﺛﺎﺑﺭ‬
‫‪6‬‬ ‫‪5‬‬ ‫‪4‬‬ ‫‪3‬‬ ‫‪2‬‬ ‫‪1‬‬ ‫ﺍﻟﻣﻳﻝ�ﻟﺗﺑﻭء�ﻣﻧﺎﺻﺏ�ﻗﻳﺎﺩﻳﺔ‬

‫‪18‬‬ ‫‪John Doe‬‬ ‫ﺍﻟﺭﻣﺯ�ﺍﻟﻣﻌﺭﱢ ﻑ�‬ ‫‪HC560419‬‬ ‫‪2016.04.18‬‬

You might also like