The Competency Assessment Process

It is possible to idenfity competencies and competency gaps in all employees.
It is possible to idenfity competencies and competency gaps in all employees. (Image: Jupiterimages/BananaStock/Getty Images)

The assessment of competencies for employees is an important aspect of the human resource function. No matter how effective or ineffective an employee may be, he will almost certainly possess some specific competencies and lack others. Knowing how to assess the competencies of employees in the workplace can help a company best utilize its human capital.


The first step in the competency assessment process is assessing what qualities an employee possesses. This can be done using a variety of tools such as self evaluation, peer evaluation, subordinate evaluation, superior evaluation or 360 evaluation, which is a combination of all of the previously mentioned sources of evaluation. Additionally, a skill assessment test could help determine what competencies an employee possesses.

Identification of Gaps

Once you assess competencies, the next step is to identify gaps in an employee's portfolio of competencies. Often, competency assessments will reveal that gaps exist in areas that contrast to some extent with an individual's strength. For example, a particular employee may be very efficient at completing tasks and may be very willing at taking on new tasks whenever they arise, but may struggle with the detail-oriented aspects of projects.

Develop an Action Plan

Once you identify the competencies and competency gaps, the next step in the process is to develop an action plan for addressing the existing gaps. This could include something as simple as consciously recognizing the gaps and striving to be aware of them in the future. Alternatively, the action plan could involve regular competency building workshops or activities.

Monitor the Plan

Once you develop a plan for addressing competency gaps, the final step is to monitor that plan from start to finish. During the execution of the plan, you should monitor progress to ensure the employee is on the right track. After completion of the plan, the success can be evaluated for the purpose of influencing future action plans.

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