Choosing the right assessment type for the job

July 23, 2015 Sarah Beckett

With this week’s update to CompetencyCore, HRSG has expanded the assessment module to offer two assessment options that meet a broader range of HR objectives.

While job-based assessments play an important role in talent management, evaluating employee performance based on the specific behavioral indicators assigned to a particular job results in a very granular assessment of their skills.

When your organization wants to leverage competencies for the purposes of HR planning, employee development, or succession planning, however, this type of assessment can’t give you the whole picture.

The latest improvements to CompetencyCore are designed to give your organization the option of conducting one of two assessments depending on the objective.

The new, whole-competency assessment option gives you the ability to run more open-ended assessments that provide insight and when determining the true capacity of a larger segment of your workforce—whether it’s a department or job family or the entire organization.

Not only does this new assessment type look simpler and includes less questions, but it allows you to cover more competencies much more quickly than in a job-based assessment. In a typical job-based competency assessment, the questions included on the assessment are assembled from the behavioral indicators included in the competency profile for a specific job. Participants are forced to think about each individual behavioral indicator, creating a structured assessment approach, and because of this granularity, job-based assessments are typically used in the context of performance to understand how an individual is performing in a specific job or role.

The whole competency assessment, on the other hand, lends itself to predictive and development-based activities such as individual career development or succession planning. It gives you the ability to quickly diagnose strengths and weaknesses of the entire workforce and identify individuals who excel in specific competencies.

From an employee development perspective, the whole competency assessment gives employees a quick and easy tool to build a personal inventory of competencies. This personal competency record can then be used to match individual strengths with career opportunities within the organization, empowering employees to seek out development opportunities within the company instead of at the competition.

From the organizational point of view, having the competency intelligence available to quickly identify who fits the profile for critical positions in the organization or key organizational or leadership competencies is a great way to identify high-potential employees and succession candidates from within.

Common applications of the two types of assessments:

Whole competency assessment Job-based assessment
  • Performance, Development → Provides a detailed analysis of how an individual performs against a specific job to identify strengths, weaknesses and gaps
  • Learning and development → Aggregate reports examine how a group of individuals performance against a specific job (e.g. sales team) to identify strengths, weaknesses and gaps
  • HR Planning → Provides an approach to understanding the strengths, weaknesses and gaps of the workforce
  • Succession Planning → Assess the workforce against critical positions in the organization
  • Succession Planning → Assess the workforce against critical competencies for the organization to identify high-potential employees
  • Career Planning → Support employees in building their personal competency inventory quickly and efficiently
  • Career Planning → Supports employees in understanding their competencies and their potential for growth within the organization
  • Performance, Development → Provides a detailed analysis of how an individual performs against a specific job to identify strengths, weaknesses and gaps
  • Learning and development → Aggregate reports examine how a group of individuals performance against a specific job (e.g. sales team) to identify strengths, weaknesses and gaps

Learn more about HRSG’s assessment tools

To see how HRSG’s competency assessment tools can enhance your talent management programs, sign up for a personal demo of HRSG’s CompetencyCore Assessment module, or read more about our tools.

Book a personal demo

 

About the Author

Sarah Beckett

Sarah is an experienced marketer with over 10 years experience. She drives HRSG brand marketing strategy and the implementation of all related programs.

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