Among the benefits of competency assessment is employee motivation.
Posted: Mon Jan 06, 2025 6:18 am
What are the benefits of competency assessment for workers?
Employees should not view competency assessment as a threat, but rather as a way to lay their cards on the table. This way, they will be able to see the benefits of competency assessment:
Firstly, it allows you to gain recognition for the skills you already possess . And this recognition is officially recorded, which ensures that the company will take these skills into account in the future.
Just as with companies, communication is improved. Employees are clearer about the company's goals and can act accordingly to ensure they remain valuable.
It opens the door to further training and professional progress , and to reach a position in which personal skills are fully used. This helps to maintain motivation.
But of course, all the benefits of competency assessment are only possible if it is done properly. So it is important to keep in mind…
The requirements for a good competency assessment:
Many important aspects could be identified in the assessment of competencies. But broadly speaking, they all pursue the following four objectives:
Validity : The system established to assess competencies must be valid. That is, it must really be able to demonstrate the competencies of the workers. This means that purely practical skills should be measured with tests in the environment in which the work is carried out and not in written form, for example. In addition, the skills analysed must be skills that are relevant to the worker's position. For example, it is of little use to require a salesperson to be able to fix a pipe.
Reliability : The assessment must be designed so that the results obtained cannot be the result of chance, for example. The results must be replicable; if the same worker obtains completely different results each time he or she is tested, this may be an indicator that the test is poorly designed.
Flexibility : The evaluation of skills must be an agreement reached between the workers and the company. The idea is that it is a collaboration between both parties to improve communication and the capabilities of the workers. If one of the parties does not consider the form of evaluation appropriate, an effort must be made to kenya phone data adapt it to their needs.
Impartiality : All employees must have equal opportunities to demonstrate their skills. The evaluation system must be inclusive, fair and not based on prejudice or favoritism.
The HR department of companies has many responsibilities. And one of the most important is to ensure that employees feel valued according to their skills. And this has a great impact on companies, given that poorly motivated employees have a greater tendency to absenteeism and much lower productivity.
Fortunately, there are many useful techniques known to assess the competencies of employees, both to determine whether they need to participate in a training program and to assess the results of training programs. If you are interested in this topic from a professional perspective, from the perspective of the development of people and human resources, you can train specifically with our online course on Human Resources Management . During the course, you will learn how to carry out the evaluation that involves competency management, carry out performance evaluations and design training plans, among other topics.
Employees should not view competency assessment as a threat, but rather as a way to lay their cards on the table. This way, they will be able to see the benefits of competency assessment:
Firstly, it allows you to gain recognition for the skills you already possess . And this recognition is officially recorded, which ensures that the company will take these skills into account in the future.
Just as with companies, communication is improved. Employees are clearer about the company's goals and can act accordingly to ensure they remain valuable.
It opens the door to further training and professional progress , and to reach a position in which personal skills are fully used. This helps to maintain motivation.
But of course, all the benefits of competency assessment are only possible if it is done properly. So it is important to keep in mind…
The requirements for a good competency assessment:
Many important aspects could be identified in the assessment of competencies. But broadly speaking, they all pursue the following four objectives:
Validity : The system established to assess competencies must be valid. That is, it must really be able to demonstrate the competencies of the workers. This means that purely practical skills should be measured with tests in the environment in which the work is carried out and not in written form, for example. In addition, the skills analysed must be skills that are relevant to the worker's position. For example, it is of little use to require a salesperson to be able to fix a pipe.
Reliability : The assessment must be designed so that the results obtained cannot be the result of chance, for example. The results must be replicable; if the same worker obtains completely different results each time he or she is tested, this may be an indicator that the test is poorly designed.
Flexibility : The evaluation of skills must be an agreement reached between the workers and the company. The idea is that it is a collaboration between both parties to improve communication and the capabilities of the workers. If one of the parties does not consider the form of evaluation appropriate, an effort must be made to kenya phone data adapt it to their needs.
Impartiality : All employees must have equal opportunities to demonstrate their skills. The evaluation system must be inclusive, fair and not based on prejudice or favoritism.
The HR department of companies has many responsibilities. And one of the most important is to ensure that employees feel valued according to their skills. And this has a great impact on companies, given that poorly motivated employees have a greater tendency to absenteeism and much lower productivity.
Fortunately, there are many useful techniques known to assess the competencies of employees, both to determine whether they need to participate in a training program and to assess the results of training programs. If you are interested in this topic from a professional perspective, from the perspective of the development of people and human resources, you can train specifically with our online course on Human Resources Management . During the course, you will learn how to carry out the evaluation that involves competency management, carry out performance evaluations and design training plans, among other topics.