This document is essential, as it helps to fill gaps through the organization of training and seminars for employee development. With competency-based learning, organizations can uniquely measure their employee performance, skills, and competencies.
In an ever-changing world, companies have to adapt fast, to meet up with the fierce competition in their industry. Most top companies have a competency map that helps their HR teams to determine the precise skills, their workers already possess and the competency skills they lack.
However, here’s a burning question, how can you analyze skills development through competency-based learning? In this article, we will be talking about the steps to follow, while trying to determine your employee skills development through competency-based learning.
Determine employee skills development
1. Competency mapping
Before you start developing and assessing your employees’ skills, you need to create a competency map for your company.
By so doing, you can easily identify the specific skills, knowledge, abilities, and behaviors required for your company to effectively operate and compete in the market.
However, to access your employee’s skills development, there are certain things you must consider. First, you have to know what type of skills you require them to possess for the job position.
Also, you must determine the skills they lack which you want them to improve, and how you want them to improve.
Furthermore, it’s worth noting that you can’t determine employee development skills without clearly defining them.
2. Skill demonstration
Employers should be on the lookout for means to incorporate skill demonstration into existing processes. That way, it’ll become easy for them to identify their employee skills development. Here are a few ways to make that happen:
Hiring
Job candidates should be made to demonstrate the required skills needed for the job position. The benefit of that is it’ll help to evaluate how much skills they have and how much they can be improved.
Also, it’ll prepare your employees’ minds for the job and get them on the right path.
Development planning
All employees should be made to know their roles and personal development plans. Competency-based training should be made available for workers’ developments.
So, with a performance review, you can be able to determine your employee skill development through competency-based learning.
Mentoring
New hires will benefit from mentoring from senior colleagues. It is also a good way for them to improve and track their skill development. New hires can be made to work directly and learn from a senior colleague.
3. Measurable assessments methodologies
From the knowledge gained from competency-based learning, employees must demonstrate competency of what they know, and what they can do.
Effective skill development should include a combination of assessment methods which could include the following.
Self-assessment
A serious and determined employee that shares the vision of the company would focus on self-assessment as a method of measuring self-development and performance.
This kind of employee is willing to improve in order to stay relevant and irreplaceable in the company.
You can consider giving an unbiased award to the most outstanding worker in the company by carefully analyzing all worker development skills in a year.
This will motivate the employees to want to improve their input as they focus on self-assessment.
Hierarchy Assessment
It is important for the company to set up a hierarchy assessment to review all employee’s skill development through competency-based learning and tests.
It will help to check if there is any gap between the current performance and the desired level as compared to the competency map.
Also, it will help to analyze where an individual requires an additional practice or mentoring to achieve competency.
Feedback
Co-workers, associates, superiors, and sometimes clients provide input on an employee’s performance. This kind of feedback can provide a more holistic view of your employee performance.
Multiple views from clients is a good way to evaluate the worker’s delivery and company growth.
Skill gap analysis
This kind of analysis is used to deduce if there are gaps between a worker’s current skills and requirements to meet the job requirements of the company. It can be conducted on an individual or company basis.
Psychometric test
A psychometric test is a behavioral test that is not easily detectable during normal interviews.
4. Continuous improvement
Competency-based learning should be repeated continuously to further determine the competency of their employees.
This should not be a one-and-done practice. For a company to stay competitive in the market, it needs to continuously review their competency gap.
Any time a company redefines its organization goals, it is important to review their competency gap to be sure it aligns. Else, the company will need to perform competency-based assessments for their workers to keep up.
Conclusion
Determining employee development skills through competency-based learning can be a daunting task for organizations.
However, it is essential to perform this assessment, as employees, clients, stakeholders, and the company will benefits greatly from it.
An annual analysis of skill development is reasonable for a reputable company but a 5 years review isn’t bad for a growing company.
