What Is a Competency Assessment?

It is said that success demands a high level of logistical and organizational competence. While hiring employees, every company is looking for confidence and competence in them. While giving increments, the competence of the employee is assessed based on his or her performance.


What is competency assessment?


Competency is the strategic application of certain skillset, behavioral patterns, and knowledge to excel in specific tasks. Competency is a crucial factor in measuring the employee’s work performance. For example, the role and responsibility of a sales executive define his performance criterion and essential qualities.


The process of assessing the performance and capabilities of the employee with context to his required role is called competency assessment. In simple words, it’s the measurement of how competent that employee is for the job he is doing. Therefore, competency assessment is based on a competency model.


What is a competency model?


Every organizational role requires certain skill sets and attributes, which are imperative to perform successfully in that role. The competency model identifies these attributes and provides their overview.


For instance, Sameer is a project manager. The characteristics of a project manager are effective communication, good decision making, leadership skills, ability to handle pressure, and so on. In this case, the competency model will define these characteristics, and Sameer’s competency assessment will be based on this model.


A competency model helps the company assess employees very rationally and analytically. Once the level of employee proficiency is defined, it’s easier to compare it to the desired target level.


Three elements of competency assessment


      A competency model based on a specific role

      A system to facilitate capability analytics

      Personalized skill development action plans


Benefits of competency assessment


A regular and thorough competency assessment is the backbone of a progressive company. It helps to monitor the levels of employees’ performance and check what could hamper the growth of the employee as well as the organization. There are many benefits of making competency assessments an integral part of your performance review strategy.


To quantify the size of the skill gaps


Ravi is a supervisor who is required to settle various types of conflicts taking place between workers. But Ravi lacks problem-solving skills. This is a classic example of a skill gap.


A competency assessment points out these skill gaps and quantifies their size. This, in turn, helps the employees assess themselves and take the required steps to fill this gap.


The organization, too, understands its limitations and moves ahead to rectify them. Thus, it is indeed a positive journey for both the employee as well as the organization.


To chart the future course of action


Based on the competency assessment, the organization can initiate a thriving culture of learning, reskilling, and capacity-building. The employees possessing the required skills can be identified and promoted. Those who are lacking can be given learning opportunities and training.


The competency assessment tells the company whom to retain, train, and promote. It strengthens the talent management strategy of the company.


To encourage consistent upgradation


In fast-paced and dynamic business scenarios, new challenges emerge every day. New opportunities are knocking on the door round the clock. To match the pace, employees need to be upskilled or reskilled frequently.


A competency assessment paves the way for this process. The performance reviews showcase the weak areas, and the company can start the process of continuous learning and skill-building.


Some other benefits of competency assessment are:


      It assesses if the employee is capable of any other role

      It speeds up the process of bridging the skill gaps

      It helps in planning for the career you want to choose


With competency assessment, the companies can motivate and lead their employees on a fulfilling personal growth and learning journey. Then, as they scale heights of excellence, they take the company’s brand and vision forward confidently and competently. 

Post a Comment

Previous Post Next Post