Qudarat framework covers two important aspects while dealing with employee capabilities
a) Competence indicates sufficiency of knowledge and skills that enable someone to act in a wide variety of situations. Competence is a cluster of related knowledge, and skills that enable a person to act effectively in a job or situation. Competence is necessary for all job holders and can be learnt by training starting from zero.
b) Competency is an individual’s ability to apply personal attributes, professional skill, behaviors or knowledge, and their ability to achieve a standard of performance which contributes to the goals of the organization. Competency helps to differentiate Best from the rest and can be developed & improved by coaching /mentoring.
There are many benefits for organizations following structured assessments process, viz. –
• Improved Productivity / Higher Performance
• Greater Employee Engagement
• Increased Retention
• Fewer Accidents
• Lower Employment Costs
Capability assessment is the process to evaluate the specific characteristics of the individual, viz.
I. Knowledge, Skills, Abilities: The most effective performance can be delivered by the employee with right competence and competency level. Application of knowledge, skill & abilities will enable employees to perform better and deliver job accountabilities. Every job will have different level of competence and competency requirements, which should be used to assess the effective potential employee.
II. Personality traits : Misfit personality traits with job profile will lead to counterproductive behavior, stopping employees from learning and/or performing job at acceptable level. There is a famous management saying – ‘ Often people get hired for their abilities and fired for attitude’. Predictive work behavior is of great practical importance in order to save enormous cost. A person with a typical personality traits will be misfit for one job but could be bestfit for different nature of jobs. There is nothing like negative or wrong personality. It’s all about matching the specific characteristics of the individual with the job nature requirements. Personality testing tools will assess the attitude viz. compatibility with job and the organization in general
III. Interests & Motivation : Employee engagement is of utmost importance to achieve sustainable results. Better understanding of deep rooted Values, Beliefs and Motives that drives an individual, will help origination to better articulate the work expectation from employee perspective. Apart from matching the job excitements with employee interest areas in order to motivate an individual, it will also help in finding right combinations while creating teams.
There are plenty of tests or tools available in market to conduct capability measurement. Every capability measurement tool has specific properties and are suitable for certain scenarios. The real success of capability assessments depends of four key parameters:
1) Intended Purpose – The tools used for recruitment screening will vary from developmental tools as well something to be used for succession planning scenario
2) Applicability Target – The measurement tools used for top leadership varies from technical staff to high potential (HIPO) talent pool
3) Job-specific Content – Different tools focus on different job dimensions to give optimum measurement results. Right tool need to be chosen based on what job dimension is in focus e.g. abilities, cognitive skills, personality, motive & culture or Resilience etc..
4) Usage related Modes/ Methods – The channel of measurement also plays a role in deciding the appropriateness of a tool for given situation.
Eventually it’s a combination of all of the above four parameters that determine measurement tool requirement for given situation.
Feedback Ecosystem plays a very crucial role in Capability assessment and could be part of overall developmental process. Structured feedback mechanisms encourages to seek valuable inputs from varied stakeholders, not only from Direct Supervisor, Superiors / Management , but also, from Collogues at same level, Subordinates, Customers / Suppliers etc...
There are many ‘Feedback / Assessment Tools’, that can be applied at employee as well as team or department level. Identifying the gaps between Intended Reality Vs Perceptions is first step to assess and improve capability of a department, team or an individual.