Functions of employee competency assessment

Functions of employee competency assessment

The latest trends in human resource management distinguish the assessment of employee competencies as one of the newest trends that plays an important role in the process of a properly functioning organization. It is a way to conduct a personnel policy in a company that combines recruitment and selection activities, employee evaluation and a motivation system. It should be mentioned that employee competency assessments are practical and intentional activities that focus on achieving previously set goals.

What are the types of competencies among employees?

 

At the beginning, it is worth explaining what competences are in general. Competences are all the features of an employed person, thanks to their development and stimulation in the work process, the employing company achieves the intended benefits or results. The features that characterize competences are: measurability, variability and connection with a specific type of task. In addition, they are necessary to obtain a job, its evaluation and possible promotion. Competences can be divided into groups:

1. Organizational competencies – include managerial competences, employees, knowledge and collective memory. In addition, they include competences taken over from outside, such as, for example, licenses. 2. Technology competencies also belong to this group.
3. Professional competences – they are specific for single occupations or types of occupations.
4. Position competences – are related to the requirements of individual work positions.
5. Real competencies.
6. Competences that are possible to acquire.

 

Competency management – what can its levels be?

 

The first level of employee competency management is the basic level – that is, individual level. Each of the employed persons should acquire and develop their competences on their own. The next level belongs to the employer, because they should be interested in constantly improving their employees. The next level – local, in which poviats and communes supervise education, education and culture. It is related to the implementation of social and economic plans. City and commune authorities wanting to meet voters’ expectations attract investors, co-create jobs and fight unemployment. Then we distinguish the regional level, which is dealt with by voivodship and local government authorities, in exactly the same way as the authorities in the previous level. The national level of competency management, which we then distinguish, belongs to education. It deals with the recognition of gifted people and career counseling in the education system. The last level – international is dealt with by the European Union and the International Labor Organization. They establish the right to education, any place of employment and the right to develop within the chosen profession. In addition, both of these institutions provide legal protection for employees.

What are the tasks and goals of employee competency management?

 

The tasks related to this type of management are clearly defined. They include, among others, analyzing market needs, auditing competences or assigning specific competences to professions. One should also not forget about designing the so-called competence portfolios and encouraging future or present employees to continuous development and acquiring competences. Just like tasks, goals are also clearly defined. Belong to them:

– computerization of the HR department,
– creating competitiveness on the labor market,
– guarantee of adequate resources of competition,
– help in achieving a high level of efficiency and commitment to work,
– developing human strengths,
– increasing employee satisfaction with their work,
– preparing companies for current and future changes on the labor market,
– assisting the managerial staff in using their strengths and its impact on the functioning of the entire company

Managing employees’ competences and using their potential

 

Undoubtedly, every employer wants to take full advantage of the potential of the people they have hired. For this to happen, the employee must be precisely matched to the position for which he will be employed. Another thing that should be remembered is the real determination of its potential, it is worth using competency tests that an employee can perform and which will provide us with a lot of information. Once its real potential has been determined, it is worth strengthening its strengths through a motivation system. Building employee involvement in the task entrusted to him is very helpful in managing his competences. It is also worth defining a specific development plan – remember that the employee should have precisely defined duties and guidelines in which areas he should act individually and in which he can count on the support of the employer or supervisor.

 

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