English-German Dictionary of Manager and Leadership Assessment Related Terms
Englisch-deutsches Wörterbuch zur Management-Diagnostik
All important terms regarding occupational, leadership and executive assessment and management diagnostics. Click on a term and you will receive a concise german definition as well as links, references, examples, checklists.
A|B|C|D|E|F|G|H|I|J|K|L|M|N|O|P|Q|R|S|T|U|V|W|X|Y|Z
A | |
| Acceleration Pool | Beschleunigungs-Pool, Talent Pool |
| Acceptance of Personnel Selection Tools | Akzeptanz von Auswahlverfahren |
| Acquiescence | Akquieszenz |
| Active Listening | Aktives Zuhören |
| Adaptive Test | Adaptiver Test |
| Adequacy | Angemessenheit |
| Agreement on Objectives | Zielvereinbarung |
| Analysis of Personnel Development Needs | PE-Bedarfsanalyse |
| Analysis of Potential | Potenzialanalyse |
| Analytic Case Study | Analytische Fallstudie |
| Analytic Exercise | Analytische Übung |
| Applicant Interview, Multimodal | Bewerberinterview, multimodales |
| Applicant Questions | Fragen von Bewerbern, Bewerberfragen |
| Appraisal Interview | Mitarbeitergespräch |
| Appraisal of Achievement | Beurteilung |
| Appraisal of Aptitude | Eignungsbeurteilung |
| Aptitude Assessments, Instruments | Instumente |
| Aptitude | Eignung |
| Assessment | Assessment |
| Assessment Center | Assessment Center, AC |
| Assessment of Potential | Potenzialanalyse, Potenzial-Assessment |
| Assessment Quality | Qualitätsstandards |
| Assessment Quality from the Candidates Perspective | Assessment-Qualität aus Bewerbersicht |
| Assessment Report | Gutachten, AC-Gutachten |
| Assessment of Talent Capabilities | Potenzialanalyse |
| Assessment, Frequently Asked Questions and Answers | Assessment, häufige Fragen und Antworten |
| Assumption | Hypothese |
B | |
| Bandwidth-Fidelity-Dilemma | Bandbreiten-Genauigkeits-Dilemma |
| Base Rate | Basisrate, Grundrate |
| Behavior Anchor | Verhaltensanker |
| Behaviorally Anchored Rating Scale | Bewertungsskala mit Verhaltensankern |
| Benefit | Benefit |
| Bias | Testbias, Verzerrung von Testwerten |
| Big Five | Big five |
| Biographical Questionnaire | Biographischer Fragebogen |
| Business Game | Planspiel |
| Business Start-Up | Existenzgründer |
C | |
| C-Suite Assessment | Management-Assessment, Vorstands-Assesment, Führungskräfte-Assessment, Einzel-Assessment, Kader-Assessment (Schweiz) |
| Capability | Potenzial |
| Career Conversation | Entwicklungsgespräch |
| Career Model | Laufbahnmodell |
| Career Paths | Karrierepfade |
| Case Study | Fallstudie |
| Case Study, Management | Management-Fallstudie |
| Case Study, Strategic | Strategie-Fallstudie |
| Catalogue of Competencies | Kompetenzkatalog |
| Channel Capacity | Kanalkapazität |
| Characteristic | Merkmal |
| Classification | Klassifikation |
| Classic Test Theory | Klassische Testtheorie |
| Cluster of Competences | Kompetenzcluster |
| Cognitive Abilities | Kognitive Fähigkeiten |
| Company Specific Competence Model | Unternehmensspezifisches Kompetenzmodell |
| Competence | Kompetenz |
| Competence Evocator | Kompetenzevokator |
| Competence, Intercultural | Interkulturelle Kompetenz |
| Competence, Latent | Kompetenz, - latente |
| Competence, Social | Kompetenz, - soziale |
| Competence Management | Kompetenzmanagement |
| Competence Model, General | Kompetenzmodell, - allgemeines |
| Competence Model, Example | Kompetenzmodell, konkretes Beispiel |
| Competence Model, Company Specific | Kompetenzmodell, - unternehmensspezifisches |
| Competence Portfolio | Kompetenzportfolio |
| Competences, Cluster of | Kompetenzcluster |
| Competences, Taxonomy of | Kompetenzsystematik |
| Competency | Kompetenz, Anforderung |
| Competency Model | Kompetenzmodell, Anforderungsprofil |
| Competency Model, Function Specific | Kompetenzmodell, - funktionsspezifisches |
| Competency Model, Position Specific | Kompetenzmodell, - positionsspezifisches |
| Competency Model, Quality | Qualität von Kompetenzmodellen |
| Competency Model, Role Specific | Kompetenzmodell, - rollenspezifisches |
| Competency Model, Single Job | Kompetenzmodell, - single job, Anfoderungsprofil |
| Competencies, Management of | Kompetenzmanagement |
| Competency Profile | Anforderungsprofil |
| Complaint Discussion | Reklamationsgespräch |
| Computer-Assisted Problem-Solving Scenarios | Computergestützte Problemlöseszenarien |
| Computer-Assisted Tests | Computergestüzte Tests |
| Consent | Einwilligung |
| Construct | Konstrukt |
| Construct Validity | Konstruktvalidität |
| Contrast Effect | Kontrasteffekt |
| Convergent Validity | Konvergente Validität |
| Core Competencies | Kernkompetenzen, Kern-Kompetenzen Schlüsselqualifikationen |
| Correlation | Korrelation |
| Correlation Coefficient | Korrelationskoeffizient |
| Cost-Benefit Ratio | Kosten-Nutzen-Relation |
| Costs of a Wrong Personnel Decision | Kosten einer personellen Fehlentscheidung |
| Criteria Contamination | Kriterienkontamination |
| Criterion | Kriterium |
| Critical Incident | Kritische Ereignisse |
| Critical Incident Technique | Critical Incident Technique |
| Cronbach´s Alpha | Cronbach´s Alpha |
| Cross-Cultural Effectiveness | Interkulturelle Kompetenz |
| Customer Complaint Conversation | Beschwerdegespräch |
| Customer Dialogue | Kundengespräch |
| Cut-Off Score | Cut-off-Wert |
D | |
| Decision-Rule | Entscheidungsregel |
| Delphi Method | Delphi-Methode, Delphi-Befragung |
| Development AC | Entwicklungs-AC |
| Development Assessment Center | Entwicklungs-Assessment |
| Development-Center | Development-Center |
| Development Conversation | Entwicklungsgespräch |
| Dialogue with a New Customer | Neukundengespräch |
| Differential Psychology | Differenzielle Psychologie |
| Difficulty | Schwierigkeit |
| DIN 33430 | DIN 33430 |
| Direct Search | Direktsuche |
| Discriminant Validity | Diskriminante Validität |
| Discriminatory Power | Trennschärfe |
| Diversity Management | Diversity Management |
| Documentation and Information Center for Psychology in the German-Speaking Countries | ZPID- Zentralstelle für psychologische Information und Dokumentation |
| Dynamic Assessment | Dynamisches Assessment |
E | |
| Eagerness to Learn | Lernbereitschaft |
| Ecological Validity | Ökologische Validität |
| Employee Appraisal | Mitarbeitergespräch |
| Employee Survey | Mitarbeiterbefragung |
| Employee Turnover Rate | Fluktuationsquote |
| Employee-Supervisor Conversation | Mitarbeitergespräch |
| Employer Attractiveness | Arbeitgeberattraktivität |
| Employer Attractiveness, - Elements, Factors | Arbeitgeberattraktivität -Elemente |
| Equal Opportunity Law (Germany) | Allgemeines Gleichbehandlungsgesetz (AGG) |
| Equal Treatment Law (Germany) | Allgemeines Gleichbehandlungsgesetz (AGG) |
| Error of Judgement | Beurteilungsfehler |
| Evaluation Error | Beurteilungsfehler |
| Evocator of a Competency | Kompetenzevokator |
| Executive Assessment | Einzel-Assessment, Manager-Assessment, Führungskräfte-Assessment, Kader-Assessment (Schweiz) |
| Executive Assessment Schedule | Zeitplan eines Einzel-Assessments |
| Executive Development | Führungskräfteentwicklung |
| Executive Search | Personalberatung, Suche von Führungskräften |
| Executive Training | Führungskräfteentwicklung |
F | |
| Face Validity | Augenscheinvalidität |
| Fact-Finding Exercise | Fact-Finding-Übung |
| Factor-Analysis | Faktorenanalyse |
| Fairness | Fairness |
| Feedback, 360 Degree | Feedback, 360 Grad |
| Five-Factor-Model of Personality | Fünf-Faktoren-Modell der Persönlichkeit |
| Forrest Plot | Forrest-Plot |
| Fringe Benefit | Lohnnebenleistungen, Nebenleistungen |
| Function-Specific Model of Competencies | Funktionsspezifisches Kompetenzmodell |
| Function-Specific Requirement Profile | Funktionsspezifisches Anforderungsprofil |
G | |
| General Model of Competencies | Allgemeines Kompetenzmodell |
| Generalization | Generalisierbarkeit |
| Graphology | Graphologie |
| Group Discussion | Gruppendiskussion |
| Guided Interview | strukturiertes Interview |
H | |
| Halo-Effect | Halo-Effekt |
| Headhunter | Personalberater, Personalabwerber |
| Heuristic | Entscheidungsregel |
| Hidden Champions | Heimliche Marktführer |
| High Potential | Potenzialträger, High Potential |
| Homogeneity | Homogenität |
| HR Development | Personalentwicklung (PE) |
| Human Capital | Humankapital, Humanvermögen |
| Hypothesis | Hypothese |
| Hypothesis-guided "Experimental" Approach | Hypothesengeleitetes Vorgehen |
I | |
| Implicit Personality Theory | Implizite Persönlichkeitstheorien |
| In-Basket Exercise | Postkorb-Übung |
| Incremental Validity | Inkrementelle Validität |
| Indicator | Indikator |
| Individual Assessment | Einzel-Assessment |
| Instruments for Aptitude Assessments | Instumente |
| Intelligence | Intelligenz |
| Intelligence Test | Intelligenztest |
| Intercultural Competence | Interkulturelle Kompetenz |
| Intercultural Effectiveness Intercultural Communication Effectiveness | Interkulturelle Kompetenz |
| Internal Consistency | Interne Konsistenz |
| Internet Recruiting | Bewerberauswahl per Internet |
| Interpretation Objectivity | Interpretationsobjektivität |
| Interview, Multimodal | Interview, multimodales |
| Interview, Standardized | Interview, standardisiertes |
| Interview, Structured | Interview, strukturiertes |
| Interviewer Training | Interviewer-Training |
| ISO 10667 | ISO 10667 |
| Comparison of ISO 10667 and DIN 33430 | ISO 10667 und DIN 33430 im Vergleich |
| Item | Item, Aufgabe |
| Item Difficulty | Itemschwierigkeit, Aufgabenschwierigkeit |
| Item Homogeneity | Itemhomogenität |
| Item Selectivity | Itemtrennschärfe, Aufgabentrennschärfe |
J | |
| Job Analysis | Arbeitsanalyse |
| Job Applicant Interview, Multimodal | Bewerberinterview, multimodales |
| Job Description | Stellenbeschreibung, Arbeitsplatzbeschreibung |
| Job Related Proficiency Appraisal | Eignungsbeurteilung |
| Judgement Error | Beurteilungsfehler |
K | |
| Key Competence | Schlüsselkompetenz |
| Key Position | Schlüsselposition |
| Key Qualification | Schlüsselqualifikationen |
L | |
| Labour Turnover Rate | Fluktuationsquote |
| Latent Competence | Kompetenz, - latente |
| Leader Development | Führungskräfteentwicklung |
| Leadership Assessment | Führungskräfte-Assessment, Manager-Assessment, Management-Assessment, Einzel-Assessment, Kader-Assessment (Schweiz) |
| Leadership Development | Führungskräfteentwicklung |
| Leadership Style | Führungsstil |
| Learning Aptitude | Lernfähigkeit |
| Learning Potential | Lernpotenzial |
| Learning Potential Assessment | Lernpotenzial-Assessment |
| Listening, Active | Aktives Zuhören |
M | |
| Management Appraisal | Management Appraisal |
| Management Assessment, Manager Assessment | Management-Assessment, Führungskräfte-Assessment, Manager-Assessment, Einzel-Assessment, Kader-Assessment (Schweiz) |
| Management Audit | Management-Audit |
| Management by Objectives | Management per Zielvereinbarung |
| Management Case Study | Management-Fallstudie |
| Management Development | Managemententwicklung |
| Management Diagnostics | Management-Diagnostik |
| Management Game | Planspiel |
| Management of Competencies | Kompetenzmanagement |
| Manager Development, | Manager-Entwicklung, |
| Manager Education | Führungskräfteentwicklung |
| Manager Role | Manager-Rollen |
| Manager Training | Führungskräfteentwicklung |
| Measure | Messen |
| Meta Analysis | Meta-Analyse |
| Model of Competencies | Kompetenzmodell |
| Motivation | Motivation |
| Multidirectional Feedback | Multidirektionales Feedback |
| Multimodal Interview | Multimodales Interview |
| Multimodal Measurement | Multimodale Messung |
| Multitrait Multimethod Approach | Multitrait-Multimethod-Ansatz |
N | |
| N | N, Anzahl der Personen in einer Stichprobe |
| Negativity Bias | Vorinformationseffekt, Negative Verzerrungstendenz |
| New Entrepreneur | Existenzgründer |
| Non-Fakeability | Unverfälschbarkeit |
| Norms | Normen, Normwerte |
O | |
| O*NET | O*NET |
| Objective Scoring | Auswertungsobjektivität |
| Objectivity | Objektivität |
| Observation | Beobachtung |
| Observation Error | Beobachtungsfehler |
| Observer | Beobachter |
| Occupational Assessment (Technology) | Eignungsdiagnostik |
| Occupational Assessment (Method) | Assessment |
| Occupational Information Network | Occupational Information Network |
| Operationalization | Operationalisierung |
| Opinion | Gutachten |
| Orientation Center | Orientierungs-Center |
P | |
| Parallel-Test Reliability | Paralleltest-Reliabilität |
| Parallel Version | Parallelform |
| People Review | People Review Besprechung der Mitarbeiterlage |
| Performance Appraisal | Beurteilung, Mitarbeiterbeurteilung |
| Performance Evaluation | Beurteilung, Leistungsbeurteilung |
| Performance-Potential-Matrix | Performanz-Potenzial-Matrix Leistungs-Potenzial-Matrix |
| Performance-Potential-Validation-Workshop | Performanz-Potenzial-Bewertungs-Workshop Besprechung der Mitarbeiterlage |
| Personal Development Conversation | Entwicklungsgespräch |
| Personality | Persönlichkeit |
| Personality Psychology | Persönlichkeitspsychologie |
| Personality Questionnaire | Persönlichkeitsfragebogen |
| Personality Test | Persönlichkeitstest |
| Personality Theory | Persönlichkeitstheorie |
| Personnel Assessment | Eignungsdiagnostik |
| Personnel Development | Personalentwicklung (PE) |
| Personnel Development, Analysis of Needs | Personalentwicklung, -Bedarfsanalyse |
| Portfolio of Competencies | Kompetenzportfolio |
| Position Effect | Reihenfolge Effekt |
| Position Specific Competence Model | Positionsspezifisches Kompetenzmodell |
| Potential | Potenzial |
| Potential Analysis | Potenzialanalyse |
| Potential Analysis, General | Potenzialanalyse, - allgemein |
| Potential Analysis, Specific | Potenzialanalyse, -spezifisch |
| Potential Appraisal | Potenzialanalyse |
| Potential Assessment | Potenzial-Assessment oder Potenzialanalyse |
| Potential Interview | Potenzialinterview |
| Potential Catalyst | Potenzialkatalysator |
| Praevalence | Prävalenz |
| Predictive Power | Vorhersageleistung |
| Predictive Validity | prognostische Validität |
| Presentation | Präsentation |
| Presentation, Sales | Präsentation,- Vertrieb |
| Primacy Effect | Primacy Effekt |
| Problem-Solving Scenarios | Problemlöseszenarien |
| Proficiency Assessment | Eignungsbeurteilung |
| Profile of Competencies | Kompetenzprofil |
| Profile of Requirements | Anforderungsprofil |
| Prognostic Validity | prognostische Validität |
| Psychometric Property | Testgüte |
| Psychometry | Psychometrie |
| Pygmalion-Effect | Pygmalion-Effekt |
Q | |
| Quality of Competency Models | Qualität von Kompetenzmodellen |
| Quality Standards reg. Assessments | Qualitätsstandards |
| Quality of Assessments from Candidate´s Perspective | Qualität von Assessments aus Bewerbersicht |
| Quality Standards, International | Qualitätsstandards, international |
R | |
| Readyness to Learn | Lernbereitschaft |
| Reasonableness | Zumutbarkeit |
| Recency Effect | Recency Effekt |
| Recruiter | Anwerber, Personalanwerber |
| Reliability | Reliabilität, Zuverlässigkeit |
| Report | Gutachten |
| Requirement Analysis | Anforderungsanalyse |
| Requirement Analysis Workshop | Anforderungsanalyse-Workshop |
| Requirement Dimensions | Anforderungsdimensionen |
| Requirement Profile | Anforderungsprofil |
| Requirement Profile, Benefits and Applications | Anforderungsprofil, Nutzen und Anwendungen |
| Requirement Profile, Function-Specific | Anforderungsprofil, funktionsspezifisches |
| Response Sets | Antworttendenzen |
| Result Matrix | Ergebnismatrix |
| Result Report | Ergebnisbericht, Gutachten |
| Retention Interview | Bindungsgespräch, Haltegespräch |
| Retest-Reliability | Retest-Reliabilität |
| Role Play | Rollenspiel |
| Role Simulation | Rollensimulation |
| Role Specific Competence Model | Rollenspezifisches Kompetenzmodell |
| Role | Rolle |
| Rosenthal-Effect | Rosenthal-Effekt |
S | |
| Sales Presentation | Verkaufspräsentation, Vertriebspräsentation |
| Sample Work | Arbeitsprobe |
| Scenario Technique | Szenario-Technik |
| Schedule Assessment of Potentials | Zeitplan Potenzialanalyse AC |
| Schedule Executive Assessment | Zeitplan Einzel-Assessment |
| Scoring Objectivity | Auswertungsobjektivität |
| Searcher | Kandidatensucher, Personalsucher |
| Selection Rate | Selektionsquote |
| Selectivity | Trennschärfe |
| Self-Assessment | Self-Assessment |
| Simulation | Simulation |
| Single Job Competence Model | Single-Job Kompetenzmodell |
| Social Competence | Soziale Kompetenz |
| Social Validity | Soziale Validität |
| Specificity | Spezifität |
| Split-Half Reliability | Split-Half-Reliabilität |
| Staff Discussion | Mitarbeitergespräch |
| Staff Survey Staff Satisfaction Survey | Mitarbeiterbefragung |
| Standard Deviation | Standardabweichung |
| Standardized Interview | standardisiertes Interview |
| Start-Up | Existenzgründer |
| Statistical Spread | Streuung |
| Stay Interview | Bindungsgespräch, Haltegespräch |
| Stereotype | Stereotype |
| Strain | Beanspruchung |
| Stategy Case Study | Strategie-Fallstudie |
| Stress | Beanspruchung |
| Structured Interview | strukturiertes Interview |
| Succession Planning | Nachfolgeplanung |
| Suitability | Angemessenheit |
| Summary Table | Ergebnismatrix |
| Sympathy Effect | Sympathie-Effekt |
| Systematics of Competencies | Kompetenzsystematik |
| Systematics of Vocational Competences | Systematik berufsrelevanter Kompetenzen |
T | |
| Talent | Talent, Potenzialträger |
| Talent Management | Talent-Management |
| Talent Pool | Talent-Pool |
| Talent Review Workshop | Talent-Lagebesprechung, Besprechung der Mitarbeitersituation |
| Target Agreement | Zielvereinbarung |
| Target Agreement Conversation | Zielvereinbarungsgespräch |
| Taxonomy of Competencies | Kompetenzsystematik |
| Taxonomy of Vocational Competencies | Taxonomie berufsrelevanter Kompetenzen |
| Team Exercise | Teamübung |
| Team Leadership Task | Teamführungsaufgabe |
| Team Management Task | Teammanagementaufgabe, Teamsteuerungsaufgabe |
| Team Role | Teamrolle, Rolle im Team |
| Tendency to the Mean | Tendenz zur Mitte |
| Test | Test |
| Test, Adaptive | Test, adaptiver |
| Test Bias | Testbias, Verzerrung von Testwerten |
| Test Theory, Classic | Klassische Testtheorie |
| Test Quality | Testgüte |
| Trait | Persönlichkeitseigenschaft, Persönlichkeitsmerkmal, Persönlichkeitsdimension, Charakterzug |
| Transparency | Transparenz |
U | |
V | |
| Validity | Validität, Messgenauigkeit, Gültigkeit |
| Validity, Incremental | Validität, inkrementelle |
| Validity, Construct | Validität, Konstruktvalidität |
| Validity, Convergent | Validität, konvergente |
| Validity, Discriminant | Validität, diskriminante |
| Validity, Ecological | Validität, ökologische |
| Validity, Face | Validität, Augenscheinvalidität |
| Validity, Predictive | Validität, prädiktive |
| Validity, Prognostic | Validität, prognostische |
| Validity, Social | Validität, soziale |
| Variance | Varianz |
| Vocational Aptitude | Eignung |
| Vocational Aptitude Diagnosis | Eignungsdiagnostik |
W | |
| Work Ability Index | Arbeitsbewältigungs-Index |
| Work Analysis | Arbeitsanalyse |
| Work Capacity | Belastbarkeit |
| Work Load | Belastung |
| Work Sample | Arbeitsprobe |
| Work-Ability-Index | Work-Ability-Index |
X | |
Y | |
Z | |
| ZPID- Institute for Psychology Information | ZPID- Zentralstelle für psychologische Information und Dokumentation |
| 360 degree Feedback | 360 Grad Feedback |
Additional terms will follow.
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