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Skills go hand in hand with performance: it's hardly surprising that skill assessments are a cornerstone of talent management. This obligation applies to all companies. It is a priority issue in skills management, enabling available resources to be properly identified.
However, evaluating employee skills is a complex, multi-faceted art. In this article, explore the methods, best practices and tools organizations need to secure their skills management process.
The foundations of skill assessments
Skill assessments or evaluations is one of the fundamentals of human resources management. This key stage in skills management has a direct impact on individual performance. And, by extension, on the long-term performance of the organization.
Competencies encompass a broad spectrum of knowledge, skills and attitudes required to perform professional tasks. They are the driving force behind a company's performance.
When it comes to talent management, a skill assessment enables us to measure employees' skill levels against the requirements of their jobs. It also helps to identify any gaps and development needs.
By taking stock of the skills available within the organization, HR can make informed decisions about:
- Recruitment
- Promotion or succession planning
- Skills development plans
- Forward-looking job management and career management
In short, a skills assessment provides a clear, objective view of the strengths and weaknesses of both the one’s workforce and the organization.
Skill Assessment Methods
Skill assessment is based on a variety of approaches, each bringing its own unique perspectives. Here is an overview of the main methods used.
Assessment by key competencies: This approach involves identifying and assessing the key competencies required for each position within the organization. This method focuses on the specific skills needed to succeed in a given role, using a skills assessment grid. It provides a precise measure of an employee's skill level in relation to the content of their job description.
Behavioral assessment: This approach is based on the observation of professional behavior in concrete situations. By assessing how employees act and react in their work environment, this evaluation provides tangible indications of their real skills and adaptability.
Self-assessment: Here, employees are actively involved in the assessment process. They are invited to assess their own skills by providing free feedback. This is an opportunity to reflect on their strengths, weaknesses and development needs. HR encourages autonomy, while gathering valuable information.
360-degree performance review: The traditional review or appraisal is often based on a single, potentially biased point of view (usually the line manager). A 360-degree performance review gathers feedback from different sources: superiors, colleagues and subordinates. This holistic approach provides a more balanced picture of each person's skills. This exchange encourages professional development and collaboration within the team.
By combining these different methods, HR professionals can put in place a robust job and skills evaluation process. This tailor-made system can be adapted to the specific needs and culture of their organization.
Involving stakeholders in skill assessments
Skills assessment involves a number of different players within the organization. Each plays an essential role in the design, implementation and overall success of the collaborative process.
HR professionals are the architects of the skills assessment process. They are responsible for the design, implementation and overall supervision of the process. HR ensures that the assessment methods are aligned with the company's strategic objectives, while guaranteeing their fairness and relevance.
Managers are also involved in assessing the skills of their direct reports. They are responsible for assessing the specific skills linked to the functions performed by their teams, providing constructive feedback. Managers help to define professional development objectives and create an environment conducive to continuous learning.
Employees can also play an active role in the assessment process. They contribute insights through their self-assessment, providing a unique perspective on their skills, achievements and development objectives. Talent involvement reinforces their responsibility and fosters a shared understanding of competency expectations.
Colleagues or peers make a particularly important contribution to the 360-degree assessment. Their participation provides a variety of perspectives on an employee’s skills. Colleague feedback enriches the HR process by providing additional observations, thereby enhancing the quality and reliability of the assessment.
By bringing together these different stakeholders, skills assessment becomes an inclusive process. It encourages the continuous development and improvement of individual and collective performance. Each player contributes to building a culture of learning and inspiring career paths within the company through internal mobility.
The best practices for an effective skill assessment
Effective skills assessment is based on well-established practices and a structured approach. Here are the key points to bear in mind to ensure the success of this crucial process:
Before starting a campaign, it is important to establish clear and precise assessment criteria. These must be directly linked to the skills required by the position and understandable to all the stakeholders involved.
The quality and objectivity of the HR process depends on the involvement of the assessors. It is therefore necessary to provide them with adequate training so that they can carry out objective, constructive and fair assessments. This preparation must include assessment techniques, communication skills and feedback management.
Transparent communication is also essential to ensure that employees understand the objectives and expectations associated with the assessment. HR must clearly communicate:
- the objectives of the assessment process
- the criteria used
- the implications in terms of professional development and an action plan for career management.
HR must adopt assessment tools and methods that are adapted to the company's culture and objectives. This may include the use of standardized questionnaires, structured annual performance reviews or any other method relevant to the organization.
By implementing these best practices, organizations ensure that their skills assessment process is fair, objective and transparent. This helps to identify Talent's strengths and areas for improvement, while supporting their professional development and contributing to the overall success of the organization.
Tools dedicated to skill assessments
HR professionals now have a range of innovative tools to help them assess skills:
Skills assessment grid: This HR tool is used to objectively assess an individual's skills against predefined criteria. The grid can be based on specific technical or behavioral skills, or a combination of both. It provides a systematic method for assessing employees' level of mastery of skills. The rating scale is based on a level system: novice, master, expert, etc.
The skills assessment grid is often used during performance reviews or talent review to provide feedback to employees regarding their strengths, areas for improvement, promotion, etc.
Online assessments: These digital tools enable employees to take skills tests in various areas. These assessments are used to identify employee strengths and weaknesses, as well as to assess their suitability for specific positions.
Skills mapping: This HR process involves identifying the key skills required for each position, as well as the skills available in-house. Skill maps help HR teams identify gaps between the skills required and the skills available.
Skills management software: These tools enable HR to manage the entire employee life cycle, including skills assessment. Tools dedicated to skills management offer functionalities such as:
- creating job descriptions and skills database
- defining the skills required for each position
- identifying skills gaps by mapping them,
- setting up individual employee or training development plans.
Learning management system (LMS): LMSs are e-learning platforms that give employees access to courses and professional training to develop their skills. These systems can be integrated with a TMS (training management system) to make it easier to monitor and manage skills development within the organization. Find out more about the differences between TMS and LMS.
These different tools can be combined and adapted to the specific needs of the organization.
