This time,I have an interesting article from “Business Gyan” which focuses on role of Assessment Centers,Competency building and how is it important for any organization.This article could not be found online and hence I thought of putting all the interesting things from the article here 🙂
What exactly is the job of an Assessment Center?
Indian organizations employ Assessment center for the following jobs:
b. Selection of the right candidate for the right job.
c. Test an individual’s potential to take a more complex role.
d. Test the viability of an employee continuing in the organization.
e. Focus on competencies that are required for the role.
The complex question,what is competency?
Many people consider competency as building up of skills.But there is more to that.It is the capacity of an individual to perform successfully with all the other conditions remaining constant.It is important to understand how different competencies can manifest differently in different cultures and contexts.
a. Organizational Competencies:
These are the set of competencies that account for the successful performance by an employee at any level in the organization.Organizational competencies can range from Teamwork to innovation to clarity of purpose etc.Apart from understanding the “Organization-fit” of an individual,assessment can help in mapping alignments as well as dissonances on human front.
b. Level Competencies:
Here we have a point:”ALL COMPANIES , ESPECIALLY INDIAN COMPANIES ARE VERY HIERARCHICAL IN NATURE”.Even now,software organizations grapple with the challenge of promoting their most successful technical resources.The traditional notion of “RISING” in an organization is equated over “RULING OVER” the subordinates.”LEVELS” in an Indian organization is a testimony to what a manager is empowered to do in a particular organization.The responsibilities of different levels are:
1. TOP Management:
Envision the future of the organization and engage in thinking that can power the company with the best strategies
2. SENIOR Management:
Map out strategic plans and act as a link between the organization and the environment outside.
3. MIDDLE Management:
Acts as a link between the idea and its execution.Also manage the concept as well as the process flow of the organization.
4. JUNIOR Management:
First line supervisors and manage the activities of the organization.
Each level would place unique expectations in terms of competencies required to perform at that level.
c. Functional Competencies:
They are set of competencies required to perform successfully in that function.Functional competencies help us to understand the utility of proficiency levels.Hence,more you go up the ladder,more functional competency and maturity you should possess.
d. Role Competencies:
Set of competencies that account for successful performance in a particular role(see the difference between role and function).It helps to attenuate the uniqueness of a particular role.While a Sales Manager may need competency of networking to succeed,the HR Manager may possess the competency of Coaching and Mentoring.
After mapping different competencies,next step to design an Assessment Center that can assess the competencies of different levels of employees.Assessment principle should include group exercise,competency based interview etc.
Points to be noted about assessment:
a. It is an input and not a judgment
b. Competencies that are measured are relevant only for a particular time period and context in which it has taken place
c. The assessment can be shared with the concerned employee which would build trust and well being in the organization
d. Assessment centers measure potential and not actual performance on job