Over 10 years we help companies reach their financial and branding goals. Engitech is a values-driven technology agency dedicated.

Gallery

Contacts

411 University St, Seattle, USA

engitech@oceanthemes.net

+1 -800-456-478-23

Competency Development Leadership Performance Management Soft Skills
Effective Competency Assessment by Line Manager

4 Steps To Enable Line Manager to Perform Competency Assessment Effectively

Line managers have a critical role not only in managing people & operations on a day-to-day basis, but they are also responsible for implementing organizational policies & supporting the development of their teams.

This is especially true in organizations that delegate these responsibilities to line managers. To ensure that line managers are effective in their roles, it is critical to consider how they are appointed, managed and developed.

Line managers are in charge of managing individual employees or teams on a one-on-one basis. They then report on the performance of those personnel or teams to higher-level management.

The common practice line managers follow is to assess individuals on their competencies. This way line managers can produce efficient results that will add to the growth of these individuals.

Consequences for Organizations if Their Line Manager Fails to Assess Effectively

Line Managers are a significant part of any workplace. If they were to fail to assess the critical situations and employees effectively, the workflow can be disturbed. This impacts some basic responsibilities they are assigned with, such as;

  • assigning the employees with relevant tasks,
  • training them effectively,
  • teaching them effective methods,
  • measuring their individual & team performances, and
  • evaluating them based on these observations.

The question arises, what will happen to the organization if the line manager fails in performing these tasks effectively?

As much as it affects the organization’s productivity, it will certainly not make the organization crumble. That said, workforce planning will be affected due to mismanagement of talents in dividing the responsibilities among the workforce.

This will cause the organization to wrongly plan for development & acquisition of competency which will eventually impact business plan.

Furthermore, it may also encourage the employees to move out of the company which will be a double blow to the organization as it will lose exquisite talents that are not correctly recognized for their talents.

How Line Managers Can Use Competency Assessment Methods Effectively?

A line manager’s primary responsibility is to ensure that the employees who report to them are doing their tasks properly and efficiently.

Therefore, it is critical that Line Managers utilize different approaches that will allow them to effectively evaluate their workers on their competencies.

There are four proven effective methods through which they can be efficient with the assessment. All four of these procedures can be conducted manually or using software created exclusively for competency assessment.

1. Self Assessment

Self-assessment is used frequently in competency-based learning, more so than in any other style of learning. An individual that is committed to their job will frequently assess their performance and identify opportunities for growth.

While not intended to be used in isolation, self-assessments are a useful tool for allowing people to evaluate themselves against a quantitative competency model.

Individuals can use self-assessments to reflect on their own strengths & weaknesses, while also gaining an understanding of the areas in which they need to improve, in order to fit the competency model required for that role.

It’s vital to remember that self-assessments can’t provide reliable assessments on their own; they need to be utilized in tandem with a manager’s evaluation.

Individual bias causes one to assess themselves below or above the competency model. Individuals who appropriately estimate themselves are few and far between.

2. Manager’s Observation

A manager/supervisor observation is also required, and it should look at both knowledge and abilities to see if there are any gaps between present performance and the intended level.

This can assist in determining whether the learner requires core knowledge or just more practice in order to acquire proficiency.

A manager’s competency assessment can only be done once the manager has had enough time to observe and assess the individual. This could take anywhere from 6 to 12 months, depending on the manager’s abilities.

Providing the employee with projects and assignments that test the competencies in the competency model for their role is an excellent method to do this. Managerial evaluation is often easier for entry-level roles with basic competencies and more difficult for senior-level positions with more complicated competencies.

Managers must be aware of their own biases in order to be as impartial as possible, similar to how individuals skew self-assessments.

3. 360 Degree Survey

360-degree survey will provide the most accurate findings since they rate the individual objectively from all angles possible. 360-degree survey are one of the most popular and widely accepted methods for assessing competencies as a result of this.

Begin a 360-degree survey by asking the person to rate themselves against the competency model for their role. After that, find those who work directly with the person, such as their boss, coworkers, subordinates, even internal or external clients & suppliers.

Once all of the assessments have been collected, calculate the individual’s competency score by averaging the results.

Gaps will emerge following an accurate assessment of the individual’s competencies, putting the Learning and Development manager in a great position to clearly develop a competency-based training route.

Following competency-based training, the individual will have effectively developed to come as near to the competency model for their position as possible.

4. Get Feedback from People Close to Them

Another underrated aspect to assess the competencies of your employees is to get the feedback of clients or internal stakeholders that are directly related to the employee. The clients are closer to the concerned employee & they can provide you with unbiased data on your employee.

This data will provide an in-depth analysis of the behavior & working method of the employee, which will further help the line manager in assessing the employees with their competencies effectively.

About Growtribe

If you need help with laying down the foundation of the competency framework, visit Growtribe Solutions today and set your organization on the road to success. Check our website for more info on how effectively we have made organizations grow with the competency framework. For any specific queries, you can also mail us at info@growtribe.solutions or contact us at +60 (0) 3 2770 6959.


About The Author: See Wei Ngiam

Ngiam’s versatile background in HR management and extensive experience working with MNCs such as Kimberly-Clark and Amway have allowed Ngiam to design Growtribe in a practical way to enable people leader & manager to accelerate people growth through a simple and yet impactful approach.

Want to find other interesting discussions? Then connect with Ngiam now via his LinkedIn Profile and follow Growtribe’s LinkedIn Page.

Leave a Reply