Use a skills assessment to capture skills data from each individual and aggregate them in a way that tells you just how large of a skills gap problem you have. This requires you have role-based competency models that identify specifically what employees need to be able to do in their jobs, today and in the near future, to achieve their part of the corporate strategy.
Start with a self-assessment, so that there is buy-in to closing self-identified skill gaps. Where possible, include a manager or team leader assessment.
This process enables each person to answer the question, “Am I delivering on the skills and behaviors the organization needs?”
Kaiser Permanente Sales Manager
The value is understanding skill gaps and strengths at a granular level. It’s behavior-based, so you target the behaviors you want to change to drive the right proficiency improvements.
GE VP Sales Force Effectiveness