In the last few articles, we’ve discussed the basics of competence management, the agile approach, and modeling. But what comes after that?
Once the competency model is in place and the requirements are clear, the current competencies of the employees must be
can be determined. A model is of no use if it is not used or lived in the company. The added value comes from the practical competence analysis.
In order to carry out a correct competence analysis, a basic understanding of competence is necessary. We’ll explain some of the basics in the next section before moving on to the different measurement methods.
Basis of Competence Analysis – Understanding of Competence
Competencies are crucial for the successful completion of tasks in context. This means that the competence analysis should take place in real work situations. Subject-specific and interdisciplinary skills must be considered together, as both are often needed. Competencies should not be measured only on the basis of results such as production figures. The procedures must include work processes and cooperation with the Kolleg
and machines. In this way, development needs can be clearly identified.
It is also important to understand the difference between competencies and stable personality traits . Competencies concern the management of specific requirements and can be changed. Stable traits such as conscientiousness are not competencies, even if they can influence competent action. This distinction is essential to carry out the competency analysis effectively.
Practical Criteria for Skills Analysis
For a successful competency analysis, certain criteria must be met:
- Relevance: Everyone in the company must consider the competency analysis relevant. Only then does it make sense.
- Acceptance: The procedure must be accepted by everyone to ensure a high level of participation.
- Fairness: The analysis should provide equal opportunities for all and be transparent.
- Economy: Costs, time and personnel must be used efficiently. The analysis should be resource-efficient.
- Breadth of application: The competence analysis should cover different target groups and be usable for organizational decisions.
Now that the criteria are clear, let’s look at the different methods for skills analysis.
What Measurement Methods are there?
There are several approaches to competence analysis. Two main methods are surveys and observations.
Questioning and assessment
There are two different variants for this way of measuring competence.
- Competency assessments: Qualitative competencies are recorded through self-descriptions. A dialogue is used to document all existing competencies. This method promotes the ability to reflect and can support future competence development. However, it is important to focus on skills rather than qualifications.
- Standardised procedures: Self-assessment or external assessment forms are used here. These are often tailored to the organization and include scales that measure experience and competency strength. This method provides detailed information, but requires an honest self-assessment.
Observation
Competencies can also be assessed through observation, either in a natural or artificial setting.
In a natural setting, employees are
in everyday work. The procedure must be clearly structured and standardised in order to record relevant competences. In practice, however, this is often difficult to implement.
In an artificial setting, also simulation-based, competencies are recorded through simulated tasks, such as work samples. This procedure is useful for the certification of competencies. It shows which tasks a person can handle with his or her existing skills and where there is a need for development.
Competence Management with IT-Supported Tools
Skills analysis in large companies cannot be carried out efficiently with paper and pen. Standard software such as Word or Excel quickly reaches its limits when it comes to managing complex data. That’s why an IT-supported solution is crucial for the success of competence management. Suitable software increases efficiency, reduces costs and facilitates data use.
A suitable system offers the following advantages:
- Increased efficiency through clarity and automation of routine tasks.
- Reduction of costs through time and resource savings.
- Reduction of administrative hurdles, as all data is centrally accessible.
- Support in planning and decision-making.
Competence Management with Evalea
The Evalea Competence Management module ensures a uniform understanding within the company, as competencies and their descriptions can be easily recorded digitally and are accessible to everyone. Competence profiles can be created for the entire company, individual departments or positions, depending on how it is needed or desired. The scope of the competency model and the way competencies are measured can also be flexibly defined and are based on your requirements. Target values for competencies can be set and self-assessments and external assessments can be carried out and evaluated digitally without any problems. Both individual or comprehensive evaluations of the results are possible.
The integration with the other Evalea modules allows the strategic component of competence management to be played out. In this way, competence measurements or their results can be carried out in Employee appraisals be integrated. In addition, Goals or measures can be derived and recorded and tracked directly in the system.
With this article, we were hopefully able to give a simple, yet detailed overview of the topic of measuring competencies. You can find more reading material from us on competence management here.
And this is what the whole thing can look like in practice in the system:
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