The Value of a Professional Skills Assessment
12 June 2014
Read by 3022 persons
A vital career management tool, skills assessments help companies and their employees better manage professional success.
It meets the needs of those seeking fulfillment and companies seeking performance. It's a key tool for identifying talent, skills, and propelling individuals to their optimal performance level—the foundation of any organization's success.
Skills Assessment Objectives
Skills assessments offer companies and employees the opportunity to increase individual motivation for collective efficiency through:
• Developing a professional strategy;
• Developing key skills within a job/function;
• Supporting a process of internal mobility or promotion;
• Building a realistic training plan.
Benefits for the Employee
A skills assessment allows the employee to understand their role and become an active participant in their professional development. It's also a way to maintain motivation and help them find renewed energy in their career.
The consequences will be beneficial for the company, both in terms of the employee's work quality and their social relationships in the workplace.
They will gain the often crucial assurance that they are well-positioned within the company. With this stability, they will work better, be more productive, and more present, leading to increased productivity and reduced absenteeism.
Benefits for the Company
Skills assessments allow companies to better organize the proactive management of jobs and skills, and to promote career management and the professional mobility of their employees.
They can better manage the qualities of each of their employees by giving them, where appropriate, more autonomy or responsibility by assigning them to a position more in line with their skills acquired during their career.
Skills assessments will thus allow the company and its employees to evolve continuously and positively in a constantly changing environment.
How a Skills Assessment Works
A skills assessment typically takes 10 to 12 weeks in the form of in-person interviews. The average completion time is 20 to 24 hours. The session schedule is organized with the consultant during the preliminary phase.
In addition to these interviews, which are central to the process, the beneficiary carries out information research and documentation that will allow them to design a successful and effective professional project.
At the beginning of the assessment, a personality test is carried out, which will indicate career predispositions and specify resources and areas for improvement. At the end of the assessment, a summary document is given to the employee and the company, which will define or confirm the professional project.
Skills assessments should be carried out by specialized firms external to the company: the company cannot organize them for its employees itself. Firstly, skills assessment support requires expertise based on in-depth knowledge of professions and human relations. Secondly, external advice allows the company to have a more objective opinion of the employee and their aspirations, and allows the employee to feel more comfortable expressing their questions and wishes.
Philippe Montant
CEO of ReKrute
It meets the needs of those seeking fulfillment and companies seeking performance. It's a key tool for identifying talent, skills, and propelling individuals to their optimal performance level—the foundation of any organization's success.
Skills Assessment Objectives
Skills assessments offer companies and employees the opportunity to increase individual motivation for collective efficiency through:
• Developing a professional strategy;
• Developing key skills within a job/function;
• Supporting a process of internal mobility or promotion;
• Building a realistic training plan.
Benefits for the Employee
A skills assessment allows the employee to understand their role and become an active participant in their professional development. It's also a way to maintain motivation and help them find renewed energy in their career.
The consequences will be beneficial for the company, both in terms of the employee's work quality and their social relationships in the workplace.
They will gain the often crucial assurance that they are well-positioned within the company. With this stability, they will work better, be more productive, and more present, leading to increased productivity and reduced absenteeism.
Benefits for the Company
Skills assessments allow companies to better organize the proactive management of jobs and skills, and to promote career management and the professional mobility of their employees.
They can better manage the qualities of each of their employees by giving them, where appropriate, more autonomy or responsibility by assigning them to a position more in line with their skills acquired during their career.
Skills assessments will thus allow the company and its employees to evolve continuously and positively in a constantly changing environment.
How a Skills Assessment Works
A skills assessment typically takes 10 to 12 weeks in the form of in-person interviews. The average completion time is 20 to 24 hours. The session schedule is organized with the consultant during the preliminary phase.
In addition to these interviews, which are central to the process, the beneficiary carries out information research and documentation that will allow them to design a successful and effective professional project.
At the beginning of the assessment, a personality test is carried out, which will indicate career predispositions and specify resources and areas for improvement. At the end of the assessment, a summary document is given to the employee and the company, which will define or confirm the professional project.
Skills assessments should be carried out by specialized firms external to the company: the company cannot organize them for its employees itself. Firstly, skills assessment support requires expertise based on in-depth knowledge of professions and human relations. Secondly, external advice allows the company to have a more objective opinion of the employee and their aspirations, and allows the employee to feel more comfortable expressing their questions and wishes.
Philippe Montant
CEO of ReKrute
