monitoring the employee's work;
Posted: Wed Feb 12, 2025 9:38 am
Lower-level competency indicators can include negative aspects, such as “avoids conflict and problem solving” or “does not listen carefully to clients.” This will give a more complete picture.
Then, for each position, you will need to specify the desired level of competence. For example, for an ordinary team member, the “basic level” will be enough, but for his manager, the “advanced” level will be needed.
Step 5. Think about methods for assessing competencies
The presence of competence can be assessed in different ways. The choice of estonia phone number list assessment method is influenced by the type of competence and the employee's position level.
Here are the most common methods of assessment:
role-playing games;
testing;
solving professional problems or cases;
competency-based interview;
360 degree assessment, when a person is assessed by his peers.
Sometimes companies use the so-called assessment center - this is a comprehensive assessment of employees, which includes several different methods. Sometimes for top managers and the head of the company, individual assessment is used.
If the competency model is detailed, then a person can independently check whether he or she has the necessary knowledge and skills. But the self-assessment method only works if the employee is already competent and well versed in his or her field. Otherwise, it will be difficult for him or her to notice his or her own growth areas.
According to the Dunning-Kruger effect, incompetent people do not realize or notice their incompetence because they are incompetent.
An HR department employee who is part of the project's expert group will help in choosing tools for assessing each competency.
Then, for each position, you will need to specify the desired level of competence. For example, for an ordinary team member, the “basic level” will be enough, but for his manager, the “advanced” level will be needed.
Step 5. Think about methods for assessing competencies
The presence of competence can be assessed in different ways. The choice of estonia phone number list assessment method is influenced by the type of competence and the employee's position level.
Here are the most common methods of assessment:
role-playing games;
testing;
solving professional problems or cases;
competency-based interview;
360 degree assessment, when a person is assessed by his peers.
Sometimes companies use the so-called assessment center - this is a comprehensive assessment of employees, which includes several different methods. Sometimes for top managers and the head of the company, individual assessment is used.
If the competency model is detailed, then a person can independently check whether he or she has the necessary knowledge and skills. But the self-assessment method only works if the employee is already competent and well versed in his or her field. Otherwise, it will be difficult for him or her to notice his or her own growth areas.
According to the Dunning-Kruger effect, incompetent people do not realize or notice their incompetence because they are incompetent.
An HR department employee who is part of the project's expert group will help in choosing tools for assessing each competency.