Skills / Competency models

  • Skill sets (competency models) creation
    Collect meaningful data to manage employees' learning and development thanks to the assessment of skill sets (competency models).
     
    You can create new skill sets (competency models) under the tab Company / Skills - Competencies. Just click on Add.

    Snímek obrazovky 2023-10-29 v 12.02.51

    If you want to use an existing skill set (competency model) for a specific role and only slightly extend it for another position, use the DUPLICATION option by clicking on the button button_Akce.

    duplicate_skillset

    Proceed to set up your skill set (competency model):

    Snímek obrazovky 2023-10-29 v 12.03.51

    Each skill (competency) has got 3 types of rating scales available:

    Výstřižek

    You can also add detailed verbal description to the 0-5 and 0-10 scales. Access the rating settings by clicking on Setting the verbal description of the scale.

    scale detail

    💡 TIP

    While considering how to set your rating scales up and how to properly name them, you may follow one of these 3 approaches: 

    📍leave the scale with no description and rely on the abstract feelings of evaluators.

    📍only fill in the limit values and by ratings you express whether the state itself expressed by the evaluation is closer to a rather negative or rather positive limit value.

    📍fill in all the descriptions for each point of the scale. By doing so, you can speed up the entire evaluation process and also help understand the evaluation itself better.

    In the last two cases, make sure that the verbal expression is as expressive as possible and that your people really understand it.

     

    Each competency (skill) can have its own note. Typically, you will use it for a detailed description of the competency or a note to help remind the Evaluator what is being assessed in the competency.

    add_note

    note

    Do not forget to save your work! button_save

     

  • Assigning a skill set (competency model) to a user
    Each user can be assigned a skill set (competency model) for subsequent assessment.

     

    You assign a skill set (competency model) to a user in the User folder / Basic and Work data tab.

    Snímek obrazovky 2023-10-29 v 12.06.47

    After saving, he can add individual skills (competencies) to the main skillset in the Skill set tab. The setup process is the same as for the skillset itself.

    Snímek obrazovky 2023-10-29 v 12.08.57

    ATTENTION!
    If you make changes to the competency model settings (create a new version of the model), you must reassign it to the user. 

    This is so that you don't automatically change the already assigned models by changing the settings!

     

  • Evaluation of my team's skills / competences
    As a team leader, you evaluate your subordinates individually.
     
    Select Colleagues from the left menu in the Company section.

    Snímek obrazovky 2023-10-29 v 11.47.25

    Among your colleagues, choose who you want to evaluate. In the near future, we will work on switching the My Team view directly in the bar. However, you already have the option to edit and save your filter in the Colleague table Settings. 

    team-filter

    After clicking on a specific colleague, open the Skills / Competences tab. Create a new assessment and get to work.

    Don't forget to add a summary for the HR department and suggest where and why you want to target further development. 

    Once the assessment is closed, you will see a comparison of the ratings of a specific Skill Set / Competency Model across the entire company.

    valuation_scale

    Each competency allows you to click show noteto open the Evaluator's note. The record of this note can then be transferred to the assessment report.

    show note skill

    note at skill

    A few tips for evaluation

    The assessment of skills/competences must be taken as a basis for further development. Not a penalty! 

     

    💡 Try to keep an open, supportive and constructive atmosphere in the 1:1 evaluation interview.

    💡 Both parties should keep in mind that evaluation results are meant to help HR to better and more accurately implement training and development activities. Then you won't go to training sessions, for example, where you will take away only part of the information applicable in practice. The goal is to bring as much new knowledge as possible into practice after completing a development activity.

    💡 The aim of the evaluation is not to point out shortcomings and mistakes at any cost. The aim is to find out where development assistance should be targeted.So that you can do the work more effectively and meet the goals you have within the team.

  • Reporting of evaluation results and assignment of development areas

    For each user, you assign learning areas based on the assessment, which you then use to prepare development plans and activities

    Assignment of proposed development themes/areas

    In the user detail ( Company / Users) on the Skill set tab you will find the evaluation of skills / competences.

    Snímek obrazovky 2023-10-29 v 12.16.38

    If you want to add/edit a comment as an Administrator, you must first click in the header of the review on Edit-valuation. Don't forget to button_save   your work.

    Under the comment box for a specific user's rating, you will find a space to insert tags with suggested development activities. You can also create and manage new tags from the same place.

    Snímek obrazovky 2023-10-29 v 12.19.16

    Reporting and preparation of development and training activities

    In Reports, you can view the proposed learning areas for each user in a separate Skills / Competencies report. You can then use the filter to create groups of colleagues with the same training needs.

    skills-reports