The rules of employee competency have been developed over the years to help organizations ensure that their employees possess the necessary skillsets. The following are some of the most common models and frameworks used by organizations to assess employee competency:
The Competency Model
The Ken Blanchard Companies' Situational Leadership® Model
The Performance Management Process
The Performance Appraisal Process
The 360-Degree Feedback Process
Below is a more detailed explanation of each of these models:
Organizations can use the competency model to identify the specific skills, knowledge, and abilities that employees need to succeed in their roles. Both individual and team competencies can be assessed using this model.
The Ken Blanchard Companies' Situational Leadership® Model is a framework organizations can use to determine the most appropriate leadership style for a given situation. It considers the development level of the employees being led, the task at hand, and the environment in which the task is being carried out.
Organizations can use the performance management process to identify and track the performance of their employees. Setting goals, providing feedback, and conducting performance reviews are part of this process.
Performance appraisals provide organizations with a framework for assessing employee performance. Typically, this process involves setting goals, giving feedback, and conducting performance evaluations.
An organization may use 360-degree feedback to solicit feedback from employees' colleagues, superiors, and subordinates. It can be used to assess the performance of both individuals and teams.
There is no one-size-fits-all solution for every organization, and each model has its strengths and weaknesses. However, when these models are combined, organizations can create a comprehensive system for assessing employee competency.
The following factors should be considered when developing a competency assessment system:
For employees to succeed in their roles, what skills, knowledge, and abilities are required?
What level of competency do the employees currently possess?
What is the specific objective of the task at hand?
How would you describe the work environment? Is it a fast-paced or a slow-paced environment? Have there been many changes, or are things more stable?
Once these factors have been considered, organizations can select the model or combination of models that best meet their needs. Organizations can ensure that their employees possess the skills they need to succeed in their roles by implementing a competency assessment system.
Keywords: employee competency, skillset, performance management, appraisal process, feedback process, 360-degree feedback, organizational needs.