Competency Assessment

1. Skills Gap Analysis

  • Purpose: Diagnose disparities between current workforce capabilities and future business needs.

  • Methodology:

    • Benchmarking against industry standards (e.g., IT skills for digital transformation).

    • Employee self-assessments + manager evaluations.

  • Output: Prioritized L&D roadmap (e.g., upskilling 40% of staff in AI tools within 12 months).

2. Job Fit Analysis & Assessments

  • Objective: Align candidate/employee profiles with role-specific demands.

  • Tools:

    • Psychometrics: Hogan for personality, SHL for cognitive ability.

    • Simulations: Role-specific tasks (e.g., sales pitch evaluations).

  • Outcome: 30% reduction in early attrition by improving hiring accuracy.

3. Behavioral and Aptitude Testing

  • Behavioral Focus:

    • DISC/Myers-Briggs: Team dynamics optimization.

    • Emotional Intelligence: Critical for client-facing roles.

  • Aptitude Focus:

    • Numerical/verbal reasoning for finance/legal roles.

    • Spatial reasoning for engineering/design.

  • Application: Used in high-volume hiring (e.g., graduate recruitment drives).

4. Leadership Potential Assessment

  • HiPo Identification:

    • Assessment Centers: In-tray exercises, leaderless group discussions.

    • Potential Indicators: Learning agility, change resilience.

  • Success Metric: 90% of identified HiPos promoted within 2 years.

5. 360-Degree Feedback Implementation

  • Process: Anonymous surveys from 8–12 raters (peers, direct reports, managers).

  • Key Metrics:

    • Leadership effectiveness (e.g., “Provides clear direction”).

    • Collaboration (e.g., “Encourages diverse perspectives”).

  • Tech Integration: Platforms like Lattice or SurveyMonkey Engage.

6. Employee Promotion Readiness Assessments

  • Evaluation Criteria:

    • Technical Mastery: Role-specific exams (e.g., CFA for finance promotions).

    • Leadership Readiness: Scenario-based leadership tests.

  • Risk Mitigation: Avoids 58% of failed promotions (per Harvard Business Review).

7. Customized Competency Framework Development

  • Build Process:

    1. Job Analysis: Interviews with top performers.

    2. Validation: Correlation testing with performance data.

    3. Implementation: Tie to hiring, performance reviews, and succession.

  • Example: Oil & Gas framework includes HSE compliance as a core competency.