Knowledge, skills, abilities and attitudes

In many circumstances, factors other than business knowledge will be more important in determining the quality of a mentoring relationship. These include that mentors must possess a particular set of skills, abilities and attributes. Furthermore, they must be familiar with mentoring techniques and processes and possess the right attitude towards mentoring. We will take a look at all of these components in the following sections. 

Companies should administer tests to determine behind-the-wheel attitudes and abilities. These may include, but are not limited to, traffic and driving knowledge tests, driving skill tests, and attitude tests.These tests may suggest how well potential employees would perform the actual job. 

Practitioners who design, implement, monitor, and evaluate medication therapy bear an important responsibility to their patients and society. Development of these abilities requires an integration of knowledge, skills, attitudes, and values that can be acquired only through a structured learning process that includes classroom work, independent study, hands-on practice, and, ultimately, involvement with actual patients. 

Fig. 1 Patient-centered adherence paradigm. In the patient-centered adherence paradigm, the pharmacist integrates information about a patient s medication use from three perspectives the patient s knowledge of the medication (comprehension) the patient s beliefs and attitudes toward his or her illness and its treatment (beliefs, values, and attitudes) and the patient s ability and motivation to follow the regimen (skills and willingness to perform).

In summary, selection processes can help to ensure new employee safety if they clearly define the knowledge, skills, and abilities that are required to perform a job, and obtain or develop accurate predictors of these. Put simply if an organization selects an individual for a job that does not have the knowledge, skills, and abilities which are necessary to perform the job in a safe manner, there will be an increased chance that the individual (the new employee) will be involved in an accident. Of course, working safely is also partly dependent on the new employee s attitude toward safety and on their personality (see Chap. 5). Unfortunately, attitudes and personality are not easy to measure in an error-free way. In this regard, an organization should not assume that they have very much ability at all to predict safety-related attitudes or to determine much in the way of safety behavior based on personality profiling. 

Attitude, beliefs, personality, knowledge, skills, and abilities, are examples of... 

People are not alike. They differ in size, shape, strength, reaction time, physical condition, health, and physiological performance. They differ in ability to perform actions and in knowledge, skills and abilities They differ in the ability to form judgments and make decisions. They differ in attitudes and beliefs, in emotions and in other ways. 

Anything that affects our knowledge, skills, and attitudes/abilities (KSA s),... 

Education of employees is just as important as training. The purpose of safety education is to create a positive safety attitude and change behavior. Effective training makes sure the employees understand why the safety rule, procedure, or requirement is important. Safety training is concerned with helping the employee develop the needed abilities, knowledge, and skills to use safety equipment or perform procedures safely. 

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