Measure human-resource competencies to clearly understand professional qualifications, occupational skills, working styles, and the motivations that drive people to contribute and remain committed to the organization over the long term. Human resources are the organization’s internal strength. It is essential to clearly recognize the importance of an organization’s people, then develop the most professional recruitment, selection, and training plans.
Whether training new candidates or existing employees, measure competency and fit first. Avoid training the wrong person and assigning them to the wrong role. Choosing the wrong person reduces training quality and, in particular, affects the quality of future work.
I. Human-Resource Competencies
Human-resource competencies are the factors that create an organization’s internal resources, including:
- Professional qualifications: are the result of each person’s learning and experience in their field of specialization.
- Professional skills: are how each person applies knowledge to handle work.
- Working style: reflects an employee’s attitude and behavior toward their work, colleagues, and organization.
Workforce training and development must respond to innovation, above all by embracing challenges and transforming them into opportunities. This is the foundation for sustainable growth in a dynamic market that is expanding into the modern international environment.
Employee competencies can change over time. Every organization needs to clearly understand this resource in order to plan recruitment, training, and talent development. This helps build a committed team that creates a strong collective and a strong organization.
II. Measuring Human-Resource Competencies
Corresponding to the factors in human-resource competencies, assessment tests also aim to measure each factor separately.
1. Measuring professional competence
Professional competency tests assess calculation ability, logical thinking, and the application of specialized knowledge to solve problems,… These tests are widely used in recruitment and personnel assessment. Professional competency assessment must be linked to the field of specialization and the knowledge-based or experience-based issues involved in situations that commonly arise.
These tests generally require a high level of knowledge.
However, how can you know how well that person will perform? Is the person suited to the nature of the work? Will they be able to remain committed over the long term?
Many organizations are gradually adopting personality and skills tests to learn more about employees and candidates for positions within the organization.
2. Psychological measurement
Today, there are many methods for assessing (or predicting) personality and human capabilities. Each method has its own characteristics, strengths, and weaknesses, so no tool can be considered inherently superior. Here, we only list the methods and describe the uses of each. The choice of method depends on the user’s purpose.
2.1: Fingerprint Biometrics
Helps each person recognize their own potential from an early age. However, if a person’s intelligence does not have the opportunity to be trained, inspired, and developed, and is affected by their living and learning environment, it can easily fade and change. By analyzing fingerprint biometrics, we can accurately understand the distribution and number of cells in the left and right hemispheres of the brain to predict where a person’s potential lies and in which fields, thereby creating an optimal educational roadmap for them.
2.2: Determining D.I.S.C Personality
This is a fairly common personality prediction tool today. It is widely applied in human-resource management, recruitment, personal development, and team development. With DISC, participants understand the strengths and weaknesses of their personality style, improve their ability to read others, and develop life and work skills. However, the results are statistical and not detailed.
2.3: Trait-Map® (One of the Four Assessment Tools from OD-TOOLS)
This is a method for identifying behavioral personality traits at work through the application of a scientific and technological platform. Trait-map® focuses on identifying the participant’s current personality profile. Trait-Map test results provide details such as personality expressions in essential skills, ability to handle pressure, meticulousness, attention to detail, and seriousness in commitment…
This provides short- and long-term strategies for individuals, organizations, and businesses. It is also a measurement tool used in recruitment for high-potential and important positions within a company.
Trait-Map is also effective for assessing teamwork ability and supporting the allocation of positions to essential roles.
Learn more about the Trait-Map Test: https://vienquest.com/bao-cao-trait-map-cho-biet-gi-ve-tinh-cach-nhan-vien-trong-cong-viec/
2.4: Uchida-Kraepelin
By simulating work performance over 60 seconds, the UK test measures work performance, personality habits, behavioral tendencies, and noteworthy psychological fluctuations through test performance. The UK test is widely used in recruitment, training, and personnel screening, as well as in employee and organizational health examinations. It is particularly emphasized in healthcare, transportation, and education—industries that require safety and accuracy.
Learn more about the Uchida-Kraepelin Test: https://vienquest.com/uchida-kraepelin/
2.5: Motivation Questionnaire (MQ) – A German Motivation Questionnaire
Assessment results MQ Test based on Maslow’s hierarchy of needs, one of the fundamental frameworks for understanding human needs. The MQ Test helps explore each individual’s motivation through a motivation questionnaire. It measures both the needs and the degree to which employees’ most basic and common needs are satisfied.
The MQ Test measures whether employees’ psychological tendencies and motivation are driven by external factors (extrinsic) or internal factors (intrinsic). The measurement results provide a basis for understanding what employees need. This, in turn, helps motivate them to work effectively and create greater value for the business.
3. Measuring skills
Currently, skills are assessed through interviews and observation, or through the results of certain requirements during the work process. Some key work skills include:
- Leadership skills
- Observation skills
- Conflict Management Styles
- Presentation and persuasion skills
- Relationship-building and development skills.
- Etc.
The above skills can be identified through the measurement results of the personality tests mentioned in Section 2.
Analyze employees’ capabilities to explain the results obtained, as well as to provide a basis for developing a workforce plan for future business operations.
III. Developing Employee Capabilities, and Selecting and Assigning the Right People to the Right Jobs
Capabilities can change through learning and practice. Evaluations should be conducted after each stage to understand employees’ ability to grasp, learn, and adapt. This allows us to understand their capabilities and behavioral tendencies and determine whether they are suited to their roles within the business.
Training may be conducted internally or externally, depending on the business’s needs and capabilities.
Professional and skills training should be based on actual capability or knowledge gaps that need to be addressed. Many businesses want to move into new fields, making it essential to provide employees with opportunities to attend new courses. Today’s economy is developing at a very rapid pace. Continuous training is an opportunity to seize opportunities and respond quickly to market demands.
Work style and professional personality are factors that require considerable time to change. Measuring them before recruitment creates an opportunity to select suitable candidates. For current employees, measurement results can be used effectively to reassign roles and responsibilities.
IV. When Should Employee Capabilities Be Measured?
There is no single precise point in time at which human-resource capabilities should be measured. At each stage, a business needs to base its assessment on a specific measurement criterion. At another point in time, it may need to use a different criterion.
Continuous development requires regular measurement of human resources to understand their potential and establish an appropriate direction. It can take a great deal of time to recover energy after falling behind the broader business market.
Moving toward the use of tools that support businesses in comprehensively measuring and developing employee capabilities is essential. This begins with recruitment and continues through workforce development and growth. The products provided by VienQuest Institute help businesses understand and manage their workforce quickly, conveniently, and effectively based on scientific analysis.
Contact Quest Now for Consultation on Competency Measurement Solutions!
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