HR Definitions

Skills are physical. They combine with knowledge and behaviours to form a level of competence.

It is for this reason that we believe that the only valid methodology for skills assessment is observation.

Knowledge can be tested in a variety of ways. But both skill and behaviour have to be observed. If observation is made from a variety of perspectives, and there is close correlation between the perspectives, then the skill level is reliable.

If the observation is made from a variety of sources and there is low correlation between the perspectives (they do not agree) then further investigation is required by a workplace assessor to determine if the variance is through lack of opportunity to accurately observe, or there is variable performance.

The assessment can be completed by any combination of:

• Self Assessment
• Assessment by a qualified workplace assessor
• 360 degree profiling

Skills assessment is used for:

• Determining development plans
• Determining appropriate remuneration levels
• Performance evaluation

HRworkbench recommends that skills assessment be initially completed through a 360-degree profiling process and then supplemented with workplace assessors where needed.

This is a cost effective system that allows 70-80% of people to be assessed by their peers and the remainder, who show low correlation of opinion between perspectives in the 360-degree survey, to be assessed by a workplace assessor.

We also strongly recommend that any assessment be attached to a development process to allow the person being assessed to identify areas requiring improvement and act upon them.

Capability Assessment
Competence
Competence Development
Training Needs Analysis