It is so important to discover one of the best processes which had been used in Methodology, this process performed to inform us about both of quantity but quality also. So, there is (3) kinds of measuring, one for quantity and another for quality, so we can add the third one which harmonized between both of quantitative and qualitative sides, without favoritism for each one of them. This harmony refers to the inevitable relationship between quantitative and qualitative sides as exchanged effectiveness between each one of them.

In other hand the measuring process has two supporters as a mainly condition to give the measuring its rightful as scientific acknowledgment, the first one refers to the (measuring units), and the second ascribes to the (Standards). For example, according to physical sciences, the length refers to the (Standards), but the centimeter refers to the (measuring units).

The Issue, what are the differences between indicators and measures?
The indicators focused on the direction of something dynamic, and related to the quantitative and qualitative changing of this direction, but the measures focused on the length or weight of something, it self, and related to the quantitative and qualitative changing of this length, weight or something like that. For Example, the compass is a device that indicates to the direction of north, but not measures the length of way to the north.

What about Indicators and measures in HR Career?
Until now, the majority of HR professionals and researchers are using the indicators as measures, and all of them considering the result of indicators is the quantity or quality of something it self, but actually, this result refers to the quantity or quality of the direction of that thing.

So, I create a new Technique which called (MADS), it means the Micro Analytic Descriptive Statistical Study, as scientific approach to report the content of any CVs by using (analysis of content) as a one of the acknowledged methods of methodology, accompanied by (statistics) as one of sciences which refer to how to analysis and measure both of qualitative and quantitative contents of something.

For Example, we have one of the CVs, contained (6) jobs related to HR career, the duration of the first job is (8) months, the second is (4) years and (9) months, the third is (3) years and (9) months, the fourth is (2) years and (4) months, the fifth is (3) years and (2) months, finally the last job (7) contained (7) months. After critical reading to the job description of this CV, we can draw this scheduled information to contain all of performance contents as professional frameworks, processes, operations, functions related to each one of the inserted jobs.Kindly, click on this link  to see the scheduled information of (MADS)
 
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Then, simply collect the numbers vertically to measure the qualitative side andcollect the numbers horizontally to measure the quantity side.

I know it so strange results that refers to the qualitative measurement, but it measures the actual Experience for the candidates according to your needs, maybe you need a candidate who has a specific experience on analysis or something like that, so you will select the best candidate according to your choice, even if his total experience is less than requested, but his specific experience can cover your needs.

What about the effectiveness of this technique?

So, in my opinion, when we put any CV under scientific analysis, we can use that technique to get in the rightful completed results as an excellent judgment focused on the accuracy, contained both of qualitative and quantitative sides. In other hand, the result refers to the digital language or numbers and switches the unlimited expirations to numbers or we can say, let the numbers instead of expressions, talk about us.

Also, this Technique maybe attached on your data base files to select in the best personnel who can cover a specific professional area as needed for emergency cases.

In other hand you can use this technique to measure the range of covered differenced professional areas.

Kindly be noted that technique has the ability to get non traditional for your selection for specific needs as well as has not limited extensions to carry out several classification in depth as needed.

Thank you for your time and consideration, for more questions please don’t hesitate to contact me.

Best Regards
Tamer AbdulWahab
International Consultant of Development Projects& Human Capital Investing
International Instructor of Management & HR
http://anzcc.com/teachers/teacher2.html
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