To stay ahead, we need to regularly develop and update our competencies, but how can we always stay up to date with our skills? Competency assessment has emerged as an alternative or complementary method to assessment based solely on objectives.
This type of assessment takes place in educational and professional settings and is often accompanied by action plans or training programs based on the results, which focus on developing and improving the specific competencies required for a role or profession in individual.
Faced with the constant need to increase efficiency and create value, the Human Resources departments need a more scientific approach. Evaluating the performance of an employee based on predefined competencies and behavioral indicators is the key.
What is the competency assessment?
Competency assessment is the process of
analyzing the current level of each employee competency, as well as detecting potential. If done with specialized software, this process reveals the talent gaps -
gap- that must be filled in order for the organization to achieve its strategic objectives.
With the competency assessment, companies can learn about the talent they have on the team, decide if they need new members or if it is better to develop skills internally by providing training to employees.
Benefits of competency assessment
Having a competency framework and competency-based assessments provides a comprehensive map of the organization's skills, development needs, and potential leaders. Therefore, the competency assessment defines the approach for effective talent management, with which they can define organizational priorities and align human resources strategies to create and develop key behaviors.
Here we tell you some of the benefits of competency assessment:
Objectivity: Competency assessment is based on specific criteria and standards, which makes it more objective than other assessment methods. By focusing on the competencies required for the job, subjective biases are avoided and performance is assessed more fairly and accurately.
Alignment with organizational goals: By assessing job-relevant competencies, competency-based assessment helps ensure that employees are aligned with the organization's goals and values. This makes it easier to identify skills gaps and develop individualized development plans.
Personal and professional development: Competency assessment provides
feedback on employee strengths and areas for improvement in relation to key competencies. This makes it possible to identify opportunities for growth and development, and offers the possibility of creating a
clear action plan to improve your performance and achieve your career goals.
Identification of talent: Competency assessment helps identify employees with
high potential and talent to assume roles of greater responsibility in the organization. By assessing the competencies needed for leadership roles or other key positions, organizations can identify and develop future leaders.
Consolidated decision-making : Competency-based assessment results provide valuable information for decision-making related to recruiting, promotion, project assignment, and
succession plans. By relying on objective and measurable criteria, organizations can make more informed and fair decisions when it comes to talent management.
Key criteria when conducting a competency assessment
These are some of the criteria that we must take into account when creating a competency-based evaluation process:
1. Technical knowledge: Evaluates the competencies and mastery of specific knowledge necessary to perform the job effectively. This implies evaluating the ability to apply that knowledge in practical situations.
2. Skills and Abilities: Assess the skills and abilities relevant to the job at hand. These skills can be technical, such as handling specific tools or software, or transferable skills, such as effective communication, leadership, or problem solving.
3. Adaptability and Flexibility: Evaluates the ability to adapt and adjust to new situations, change focus, and manage uncertainty. It involves evaluating the willingness to learn and grow, as well as the ability to work in
changing environments and take on additional responsibilities if necessary.
4. Teamwork and collaboration: It is essential to assess the ability to work effectively in teams, collaborate with other people and contribute to the achievement of common goals. We will have to evaluate communication skills, the ability to resolve conflicts, empathy or cooperation.
5. Results Orientation: Evaluates the ability to set clear goals, follow action plans and achieve results. This involves evaluating your ability to set priorities, manage time effectively, make data-driven decisions, and stay focused on your end goals.
The best thing about competencies is that, unlike personality traits, they can be learned!
If you also want to competency-assess your team, try our free demo and choose a template from our Template Library or create your own quiz:
I want to try the Demo!