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Cluster solution for People Competency Based Assessment
are useful in order to measure employee’s skills, knowledge, and performance against pre-defined levels expertise and experience, compared to a specific role. The competency assessment process, if well structured, facilitates a general competency level improvement in the whole company and the reduction of knowledge gaps.
The assessment tool proposed by Cluster, has been designed to precisely map knowledge depending on different roles and positions held by people. /br>This becomes a fundamental need in many contexts, especially if characterized by strong dynamism. Some of the most common examples of working contexts in which this need is basic are:
, in which are managed different projects in very dynamic contexts. In this changing environment, it is important to have a clear picture of people knowledge in order to identify the right employee to involve in different initiatives.
, in which people and their competences and skills represent the key business resource. In this case, the accurate evaluation of people's knowledge becomes fundamental to be competitive on the market.
, here the need to have highly qualified people becomes a requirement of strategic importance in order to ensure the development of the business. For this reason, competence assessment have to become a continuative activity.
The People Competency Assessment tool allows to:
Define custom macro-departments in order to better represent the company organization
Retrieve and update people data from company’s ERP systems
Define competences and roles detailed catalog
Assign the right competences to the right roles
Assign the right roles to the right people
Create competency assessment campaigns for evaluating people
Request multi-rater feedback within the organization
Visualize data by role, department, or office, as well as the status of reviews, in the reporting dashboard
If you want you can tailor your departments!
process designed by Cluster Reply, starts from the creation of a catalog of ad hoc roles and skills that is drawn up according to the needs of the specific company. The
can be divided into specific clusters and can range from technical to soft skills. People data can be imported directly from the company’s ERP system.
Through the administration section, it is possible to configure custom macro-departments i.e. a set or two or more company’s departments. An employee will be automatically associated to a specific macro-department depending on the data read from his own profile stored in the ERP System. The macro-department configuration has the aim to aggregate resources from different offices in the same pool and it allows the launch of more extensive campaigns.
Despite the tool automatically associates people with the Macro-department and their hierarchical superiors, it allows users to modify this information manually for each employee, allowing the company organization mapping in a more precise way.
Step two consists in associating expertise and skills mapped in the catalog to each defined roles. Once that roles are correctly configured, they can be associated to people. The tool gives the possibility to associate more than one role to each employee.
Evaluation on three different levels: the more you ask, the more you know!
Once the correct roles has been associated to the right employee, it is possible to launch assessment campaigns. Three assessment levels are provided:
i.e. self-evaluation: each employee involved has to self-evaluate competences and skills associated to his own role.
Employee’s assessment campaigns
: each employee involved has to evaluate competences and skills associated to his direct subordinates.
Multi-rating assessment campaigns
: each employee involved has to evaluate competence and skills of other employee that are not direct subordinates.
For the same campaign, an employee could be at the same time involved in all three types of evaluation.
Need particular expertise? Launch your custom campaign! If the expertise is inside, it will not be necessary to look for it outside!
A so capillary campaign configurator is a powerful tool for companies’ management and Human Resources in order to investigate the skills within the company and to get a clear picture of the shortcomings or strengths related to company personnel. This way, each time a new initiative is going to start within the company, it will be extremely easy to understand if the know-how is already inside the company.
competency assessment tool
provides different kind of reports about campaign results. Reports and KPI are very easy to use and read, as they are integrated by clear and detailed graphic representations. Each report can be customized by choosing the types of data to be displayed, so the campaign’s result analysis is simplified. Obviously, excel export functionality is included.
Assist in the recruitment process
: the tool allows defining important job-specific and company-related competencies that HR can leverage to strengthen selection processes.
Identify company know-how
: by launching campaign it will be possible to map the company know-how in order to identify if specific expertise is already inside.
Identify knowledge Gaps
: the competency assessment tool can help evaluate employees’ competency profile against those required for their jobs and identify any gap. This is useful to put in place specific incentives, coaching, and training courses if needed.
Support Continuous Improvement
: competency-based assessment allows companies to measure and document performance by using a list of competencies and definitions. All the information collected through the assessment campaigns can be used to support evaluations and professional growth.
Facilitate communication between company and employee
: the competency assessment campaigns allows better communicating job expectations, addressing performance issues and recognizing employee accomplishments.
By the assessment putted in place through the
Competency-based assessment tool
, organizations can measure critical competencies and take steps to address areas that need development. Using the catalog (i.e. a list of competencies and definitions), it is possible also to set performance standards for employees, update competency profiles (through campaigns), and use this information to support evaluations and professional growth. For all these reasons, above all in contexts in which knowledge is the row material to obtain high quality products, the knowledge mapping can become the real competitive advantage.