Personal growth and development is the most important thing for many people. Creating a culture that actively supports and makes competence development a natural part of every working day, is an important prerequisite for a successful organization
Competence assessments lay the foundation for having the right employees in the right roles with the right skills in the organization. If you regularly evaluate skills / competence you can ensure that every person has the competencies that the role requires, and also have the opportunity to develop further. A skills assessment should at least be made by the employee himself and the maybe also the manager in order to provide a gap analysis that can be discussed. It’s even better to involve more people, maybe both colleagues and customers, to get a more nuanced result and discussion.
A skill assessment will not contain “all” competencies required for a job, but just the specific and unique skills that are distinctive for that particular role. Think “as simple as possible, but not simpler.”
A 360 evaluation means that many different people around an employee make an evaluation of his/her competenicies and / or behaviors. It can be anybody, from the client to colleagues and managers. Usually, the employees themselves determine who will provide feedback. It is preferrable if you can talk “face to face” and give each other constructive feedback, but if it is not possible because of the corporate culture, it is better to do it anonymously than not at all. In a high-performing team communication and feedback has to be straightforward and honest – you know that feedback is always given in order to be given a chance for improvement, not to criticize you. Do not forget to give more positive than constructive feedback.
Career planning start with a competence evaluation and with the help of the competence gaps you can see what strong and weak areas you have and what future role would fit you the best. A good tool can support in the comparison between current and future position and make recommendations on appropriate development activities leading to that the employee can grow into a future role.
Career planning can be redundant in an organization where you are constantly growing and developing and feel that you are contributing to the company’s overall goals and purpose. Roles become less important and the employee community / team, the value of your own contribution and pulling towards the same goal means more. If you also have a profit sharing program based on team rather than individual performance, people will cooperate even better. Career planning is becoming less and less important as the agile values, principles and methods are used to a greater extent by more organizations.