Doing Capability Assessments Effectively

A capability assessment is a structured and standardised framework for evaluating the capabilities and competencies of job seekers and your current employees.

It is usually conducted on a regular basis to find the strengths and capability gaps in your workforce.

There are two types of capability out there.

Business capabilities: The abilities, tools, processes and knowledge an organisation possesses to be able to deliver on products or services.

Employee capabilities: The skills, knowledge and behaviours of an employee allowing them to perform their job.

Without a capability assessment, you’re going into any workforce planning (WFP), learning and development (L&D) or professional development activity blindly. You won’t know which skills gaps or capabilities to target to help build business resilience.

The capabilities your organisation needs are specific to your organisation alone. Whatever tool you use, you need to make sure it’s tailored to assess the specific capabilities necessary for your employees and business.

Steps To Conduct An Assessment

Identify Capabilities

Evaluate which business and employee capabilities will help you achieve your business strategy. This means analysing which business and employee capabilities will have the greatest (positive) impact both financially and for the customer.

Evaluate The Assessment

You need to be consistent, objective and unbiased in your scoring of assessment criteria. How you collect data is up to you. Capability maturity means how well-developed those capabilities are.

Analyse Results/Review

The main purpose of a capability assessment is to identify areas of improvement. The data will reveal what skills your workforce is capable in. But it will also highlight any opportunity for training where your workforce falls below your desired skill and capability targets.

You can learn more about this topic by checking out the full article: https://acornlms.com/enterprise-learning-management/capability-assessment