How To Assess Employee Skills And Competencies
Corporations have to adapt fast to the changing environment; so do the employees of those companies. To make the change smooth, HR managers should know precisely what skills the company's staff already have and what competencies they are lacking. Based on this information, they can organize trainings and seminars - to fill the gaps in the knowledge and skills. Here are just a few ways you, as an HR manager or business owner, can assess employee skills and competencies.
1. Give Your Employees A Test
This is pretty traditional and efficient way to assess technical and theoretical knowledge. However, such tests are conducted in the "laboratory" conditions, so they do not give the precise picture whether the employee will be able to use the knowledge in real life or not. Use such test, but only occasionally - otherwise, you might be disappointed once it comes to more realistic conditions.
2. Ask To Prepare Self-Assessment
You can send your personnel a questionnaire which they should fill in by themselves. On the one hand it shows not only their abilities, but also their self-perception. On the other hand, you might not benefit from such a subjective point of view in either way: Βe their evaluation too optimistic or toο pessimistic. Thus, this method should be used in combination with some other, more objective one.
3. Get Feedback From The Teams
There is some subjectivity in what the team members would say, but it is for sure more objective rather than just relying on the opinion of one person! Ask employees to share their feedback on each other's performance (make sure it does not go personal!) and see if each of them can do his job on a high level.
4. Put Them In Real Situations
The most efficient way to train and assess skills - nothing can be better than practice. But what if you simply cannot risk and leave the "testing" until the time comes. What if in this real time conditions, your employee fails? Can you take up this risk? To make sure that your employees are able to perform the task it is safer to start with other methods. However, if you are sure in high qualifications of your staff, you can put them in real life conditions to challenge them and check their proficiency.
5. Let Them Play A Business Game
Current trend of gamification penetrated various aspects of our lives. Nowadays not only children play the games, and many games have not only function of entertainment, but also serve professional goals and are created for adults.
6. Ask For Clients' Feedback
One type of the real life situation testing. The difference is that you assess the actions after they have been performed. It is a good way not only to see how your employee works, but also to communicate with the client and learn more about his/her needs. Use this great opportunity, but make sure that your staff already have sufficient skills to be tested with this method.
Final Word
It is up to each organisation to choose the best method. Normally, the combination of a few of them would be a great set. Depending on the skill that you need to test and the conditions (time, resources, etc) you are in - you can choose one of the methods offered above or share with us the method that you are practicing.
Editor's Note
At eLearning Industry, we understand that effective development begins with accurate insight into what employees can and can't do. A well-crafted assessment gives leaders a clear view of where their teams stand and which areas need attention. Methods like tests and self-evaluations help employees quantify their strengths and weaknesses. This data can help managers verify if results align across multiple sources and allows them to reinforce or correct personal impressions. Collecting feedback, running business simulations, or asking clients for their input can give leaders a better sense of employees' real-world performance. Collecting accurate data enables organizations to identify who may need training and which roles would benefit most. When done correctly, this thoughtful approach to evaluation turns abstract goals into actionable plans, allowing HR professionals to evaluate employees' technical knowledge and practical application.
Self-assessment questionnaires provide insight into how staff view their own skills and identify areas for improvement. Feedback from peers and clients provides insights into job performance. Sometimes, asking employees to complete exercises based on real-world scenarios can help you assess how they handle pressure or complex workplace situations. Combining different types of assessments offers more insights, since clear answers from multiple sources can ensure that decisions are backed by evidence. We believe that a comprehensive approach that blends testing, feedback, and situational exercises tends to lead to better alignment between training and requirements. When every method is part of a bigger strategy, the training matches the skill gaps and delivers clear improvements. We think that using this structured method supports more effective employee development over time.
