Discover a novel assessment technique to use in your employee management
One of the greatest challenges many organisations face is the ability to predict, consistently and accurately, the ability of its workforce to deliver. This is also an ongoing challenge in any company's employee management practices, especially where communities are served across an extensive geographical areas. So for your company to achieve its goals and objectives, it's critically important that your hire people, with the right skills. It's also vital they have the appropriate potential, ability and interest add value to your business. So how can you find these people for your business? What assessment technique could you use?
Because of the current scrutiny under which organisations find themselves, we need to comply strictly with best practice so that we can find the best assessment technique to assess the structures in an organisation.
Such a solution should, for example:
- Ensure that people with the right skills are appointed in the right jobs, at the right time, at the right level,
- Inform the building and modelling of enterprise capability and capacity to manage organisational risk,
- Contribute to talent management strategies - especially in critical roles,
- Assist organisations in the 'new normal' war for talent: competing for the right talent, at the right time,
- Assist in enhancing service delivery through simplifying the management structure,
- Provide clarity with regard to roles through clearly defining what's required in terms of competency,
- Identify the best structure that allows for the capability of the organisation to grow as it evolves,
- Position organisations as an employer of choice by showing commitment to attracting, retaining and developing talent in a much more sophisticated way by not only identifying developmental gaps but also unearthing the hidden potential of its future leadership.
Introducing the Differentiated Competency Assessment Model
'Managing people' is a line function and HR's role is to give line managers support in this as well as to provide the infrastructure to enable them to give this support across the organisation. This is where the Differentiated Competency Assessment Model comes in.
The purpose of this model is to:
- Provide a scientific approach that will assist with fitting people into an organisation,
- Grow the organisation's capability optimally, and
- Support a business in how it develops.
The Differentiated Competency Assessment Model is proposed as one of the pillars or solutions that must be used after any organisational or departmental structure design is completed.
For the overall solution to be strong and durable, a firm foundation needs to be in place that acts as an extended, shared platform which is applicable to all design solutions.
What is the purpose of the Differentiated Competency Assessment Model?
The Differentiated Competency Assessment Model was designed to assist organisations and - more specifically HR managers – to:
- Support line management in its employee management responsibilities,
- Ensure that appropriately skilled employees are put in the best positions in the company, and
- Enable skills and competency gaps to be identified through appropriate assessment techniques which will in turn enable the development of people for other positions, in the company, over time.
Read more here.
