By Kishore C.S. (Nov 1999)
People have skills and improve their competency in the skill
over a period of time. The following is a guideline which can be used to rate the
competency of an invidual in a skill. Skills can be learned and competency can be improved
over a period of time. The guideline itself suggests that as people start using the skill
the rating will improve.
Such a skill assessment should be done on a periodic basis in
organization perferably with Appraisal and the information should be updated to HRIS
(Human Resource information system) for reference purposes. This will HR in understanding
the potential of employees in the organization. The guidelines stated are generic enough
to be useful for any skill.
| Factor |
Guideline |
Months for which skill has been used |
This basically assumes that as a person continues to
use the skill his familiarity increase his skill level. If the skill usage is less than 6
months a rating of 2 can be given and as period increases the rating can be increased |
Application of Skill relative to period |
People use the skill based on opportunity. This
factor assumes that the person got to use the skill and a value to be assigned for the
usage quality |
Creative/Innovative use of Skills |
Some people use the skills in innovative problem
solving and enhance their learning by adding flavors to the same |
Troubleshooting skills |
While applying the skills overcome the problems
encountered independently, find solution on own instead of depending on others |
Sharing with Others |
When people share their knowledge it displays their
self confidence and skill level |
Ability to be a faculty |
When the skill level reaches high value they will be
willing to teach in formal training sessions. |
Ratings as Faculty |
This has to be arrived as an average of rating in
various training sessions as faculty |
Ability to Guide people |
Instead of just learning and applying a skill if a
person can motivate others, guide them to find creative solutions, this displays high
skill level |
Initiative to provide solution without being asked |
An expert in a skill will always look for
opportunities to solve others' problems. This gives a unique opportunity to person to
display his skills and gain professional satisfaction |
Reputation inside/outside the organization or group
about his capability |
This can be judged based on number of instances his
help is sought as an expert within and outside the group/organization in helping others
professionally with his skill set. |
| Skill: VC++ |
|
|
Factor |
Points (on a scale of 10) |
Examples |
Months for which skill has been used |
5 |
Has been using the skill for almost 2 years |
Application of Skill relative to period |
6 |
Has been using the skill to develop product
functionality during this period and has been good at it. |
Creative/Innovative use of Skills |
8 |
Developed a graphical interface using the skill and
helped in designing better interface |
Troubleshooting skills |
8 |
Solved technical problems himself |
Sharing with Others |
8 |
Shares his knowledge with others by giving demo of
his innovative usage |
Ability to be a faculty |
5 |
Not confident enough to be a faculty, needs to be
persuaded and encouraged to handle sessions |
Ratings as Faculty |
2 |
In internal sessions was effective in demostrating
his skill |
Ability to Guide people |
6 |
Can help others in one-to-one sessions |
Initiative to provide solution without being asked |
7 |
Willing to solve problems when he observes one |
Reputation inside/outside the organization or group
about his capability |
8 |
Other groups seek his help in solving problems they
are unable to solve |
| Sum |
63 |
|
Overall Rating |
6.3/10 |
|
Such quantitative rating will avoid assigning wrong
competency level to individuals.
Hope you will find this method useful.
