Human resources professionals know that staff evaluation is an arduous and complicated. Activity, in which they must set aside emotions and preferences towards coworkers or collaborators, who must be evaluated. Professional, systematic and impartial mann . Thus, evaluating by competencies becomes of decisive importance in the workplace, as it provides specialists with information that they can compare and review in the most complete way possible.
What does competency-based assessment entail?
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Competency assessment is a process of systematically. Collecting evidence that allows us to undstand the specific charactistics of a pson in relation to a given activity.
The competency-based assessment process is based on the basic questions of social research. Which are used for multiple topics: what? when? how? who? for what? with what?
Thus, when evaluating by competencies, it is necessary to ans. what I am going to evaluate, who I am going to evaluate. Why I will do it, when is the best time, with what instrument(s) I will do the evaluation..
These questions as a guide to outline the entire process that, in the case of work, is aimed at assessing people’s pformance in ord to learn about various aspects of their profile such as:
- capabilities and skills demonstrated in his/ position
- Commitment and loyalty to the organization
- adaptability to their functions or work team
- results obtained in a given pior
- potential to improve in the future or assume positions of great responsibility
In genal, it can be said that evaluating by competence allows for a concrete assessment of the skills and abilities demonstrated by each employee and allows the organization to make decisions regarding this, such as granting a promotion or changing their position.
Evaluate by competencies in the company
When carrying out a work competency assessment, a quantitative analysis is carried out of information that cannot othewise be measured. Such as a pson’s skills, their academic and expiential training, or their contributions to the company through their talent, human quality, knowledge, to name a few.
With this method it is possible to assign a numical value to intangible aspects of the worker. And to make comparisons based on predetmined by the employer, to compare among its employees factors such as:
- the training that needs to be given to employees, measuring their effectiveness and det mining training plans
- Evaluate the working method applied and compare whethe it is applied as expected
- Assist in the relationships between work teams, between clients and between bosses and collaborators
Among the most commonly used methods by companies to evaluate competencies are the 360-degree and 9-box evaluations. The 360-degree evaluation is one of the most commonly used because its methodology allows for a comprehensive assessment of each peson, as it includes the opinion of coworkes, supvisors, subordinates, clients and the subject’s self-evaluation.
Design a high-quality competency-based assessment
To evaluate by competencies digital marketing: the benefits of ux without getting lost in the attempt, it is important to consid the following factors:
- Define the skills you want to assess
As we have pointed out previously, many different aspects of job performance can be reviewed. Therefore, it is necessary to define the parameters for measuring workers according to their job position, their role in the team, their functions, etc. Some competencies that can be evaluated are: adaptability, integrity, communication, attitude, respect, among man.
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Plan the implementation of the assessment
Avoid overloading bhb directory your employees. Plan evaluations during periods when the workload is low, with a sequence defined by areas and with a frequency that allows for continuous evaluation to monitor decisions and results.
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Use an evaluation system that suits your needs
The are various assessment programs that already use information technology to make the application and review process easier. CDG+ can help you choose the most suitable one for your needs.
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Communicate and explain to your staff what the evaluation consists of
Once you have designed the process, planned the timeframes and chosen the evaluation method, it is important to notify your staff of what the entire evaluation will consist of, pointing out its importance, the expected results and training the staff in the use of the methodology and systems that will be used to carry out this activity.
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Provide feedback
Don’t let the evaluation be kept in a drawe or only used by some people in the company. Part of doing the work of evaluating by competencies is informing the workes of the results obtained, the decisions that will be made based on them and, above all, raising awareness among the people evaluated about their areas of opportunity and their strengths, recognizing their weak and strong points, in ord to gain be conditions for each p son to form their function. In particular, the company must also be able to recognize the aspects pointed out so that you improves as a team and the responsibility is shared.
Apply competency assessments with the help of experts
Assessing by competencies is a process of enormous importance for any organization because it allows it to recognize all the areas of improvement and the aspects whre it has good results. But not all companies and organizations have the , resources or time to implement such a complex and detailed process.
In light of this, at CDG+, specialists in human resources, we put the expeence of our team at your disposal to support you in a and professional manne in this process. If you are inteested in implementing competency-based assessments with the most appropriate method for your organization, consult with our expets here.
