Competency assessment is a practice whose main objective is to analyze employee performance and guide them appropriately so that they have the chance to improve their strengths and, at the same time, help them understand and improve their weaknesses.
Knowing how to assess skills and competencies can have a major impact on the results of any company, as can other types of performance assessment, such as those focused on performance and objectives.
In addition to helping with the training of current employees, from a management perspective, skills assessment can be a powerful tool in the process of recruiting and selecting new professionals.
The question that many managers have is: how to assess skills and competencies in the right way, help professionals and reap good results for the company? If you also need this answer, keep reading this article and see exactly what to do!
What is competency-based assessment?
Competency-based assessment is a way of qualifying employee performance according to the skills and characteristics needed to perform a given job efficiently and effectively. It goes beyond checking results, also encompassing the employee’s skills and behaviors.
When recruiting, the idea is to look for Female number data professionals with skills that match the company’s needs. They may not always have all the requirements, but this assessment allows us to find out whether it is possible to improve their existing skills with the aim of transforming them into ideal professionals for the positions they are seeking to fill.
When selecting personnel, it is interesting to raise questions such as:
Do the interviewees match the organization’s main focus?
Is it possible to improve your skills with in-house training?
When evaluating current employees, looking at their skills reveals how well they are working at the company, as well as helping to develop Albania Phone Number List training or other strategies that can help improve their skills.
Want an example? Imagine a professional who has maintained performance regarding the necessary skills. Is there room for improvement? If so, what would be the best way to provide feedback and encourage him/her to grow further?
In general, the focus of competency assessment should always be the search for improvements that benefit employees and the company as a whole.
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What is meant by skills?
Now that you know what competency assessment is, you may have a question: what are these competencies, in fact? The three pillars of competencies are made up of knowledge, skills and attitudes.
Knowledge is the basis of an employee’s competence. It refers to the basic information that a person must know in order to perform the tasks relevant to their role.
Finally, attitudes are the professional’s behaviors, which are also analyzed during the competency assessment. Proactivity, willingness and professionalism are some examples of attitudes to evaluate.
Competency-based assessment: advantages and disadvantages
As with other types of performance reviews, competency-based assessment has its pros and cons. Check out some examples below!
