Walchand Plus


Ways to Analyse Workplace Competencies in Employees

When we talk about leadership, the first few words that come to our mind would be “helping beautify others,” and “making an impact.” Once a person attains a leadership position, their prime intention would be to make a difference.

Measuring employee competence is a crucial part of your working relationship with your employees and the appraisal process.

A “competency framework” is a framework that lists and describes each individual competency, such as problem-solving or people management. It is needed by employees working for an organisation or a division of that organisation. A critical component of implementing a competency management framework in your organisation is ensuring that employees understand that their competency levels will be assessed at regular intervals. 

This gives employees a clear understanding of their role in the organisation and a sense of direction and purpose. 

The parameters for employee performance

A commonly made mistake is believing that offering basic training to each employee is sufficient to expect high-quality output and long-term commitment. This mentality is short-sighted and will never provide excellent results for your employees or company.

The company’s perception of an employee’s performance borders on the employee’s function as well as the ambitiousness of your expectations. It is, therefore, critical to identify and promote the factors that lead to high levels of employee performance. Some of the factors to keep in mind include

  • Their commitment to their job
  • The relationships that they have forged inside the organisation
  • Their amount of comprehension of the role requirements, morale, values and ethics might have a significant influence on their performance.

Today, we will look at 5 ways to analyse competencies in the workplace.

1. 1-1 meeting with the manager

Communication has shifted to the digital medium in today’s fast-paced world. While it makes lives easier, it is also slowly turning into a breeding ground for misinterpretations and misunderstandings. This is because key factors such as tone of voice and context get missed when communication happens via digital mediums. 

A 1-1 meeting is the best way to solve teething issues and long pending arguments. These meetings should be used to discover and discuss untapped potential as well as areas for development. Documenting these conversations will make it easier to measure progress, and recognize patterns and problems in the future.

2. Comprehensive questionnaires

A comprehensive questionnaire contains all the relevant questions to assess and understand an employee. It facilitates the understanding of the problems and unearths the scope for improvement by providing insights into how the individual is perceived by their coworkers, peers, customers, and management. It also creates an opportunity for you to be open and honest about your dealings with your employees.

3. Key Performance Indicators (KPI)

It is critical to define significant goals for the employee to achieve. With KPIs, you can facilitate growth and recognition by providing purpose and direction. You may then use real-world examples to highlight their triumphs and shortcomings. These examples may include customer-centric KPIs such as per-customer efficiency and client satisfaction, and process-focused KPIs such as measuring and monitoring organisational operational performance. 

4. Annual Appraisal

The annual appraisal is another way to ensure that the employee is fairly compensated for their contribution to the organisation. The organisation can also understand how much money is being spent on hiring employees, and calculate the PRR (Payroll to Revenue Ratio) – a productivity indicator that assesses how well a company uses its labour expenditures to generate income.

The conclusion of an assessment should not surprise the employee; rather, it should give an accurate review of their performance over the past 12 months. You can also use software to assist you in gaining additional insights.

5. Effective Communication

One of the key components of workplace competency is communication. This is an underrated but extremely critical trait. Without effective communication, an organization will crumble. The consequences of this can range from tension between employees to frustrated clients. 

To combat this, have a standard operating procedure manual ready. This should include the levels of communication, red flags that have to be immediately addressed and the right point of contact for grievance redressal if an employee has any questions or concerns. 

Ensuring the implementation of this system will help the organisation go a long way concerning employee and client satisfaction. 

How can Walchand Plus help you?

We at Walchand Plus understand the importance of assessing competencies at the workplace and can assist your organisation with its in-house modules and programs that have been painfully crafted with utmost attention to detail and upgraded over the years to ensure that organisations get the maximum result and benefits. 

Get in touch with us today to know more about our customised programs for a wide array of organisations.