Assessment of competencies

The objective of using instruments for the assessment and detection of competence in the enterprise is to encourage the employees constructively and future-oriented and to support individual further development.

This calls not for standardised measures but rather for instruments targeting the individual strengths and weaknesses of the employee and the needs of the enterprise. The aim is the early recognition of the need for further training of the employees in order to successfully handle both current and future requirements at the workplace.
The detection and assessment of competences calls for instruments containing an individual definition of the state-of-the-art of personal competences and simultaneously drawing conclusions for further vocational development measures.
The most varied methods are used, such as skills audits, biographical questionnaires, work simulation or trials and fact finding through so-called portfolios or assessment centres.

Different materials and exercises help in recognising one's own competences and to identify possibilities for improvement or development.
It is especially important in the context of change processes that enterprises address the question of how to assess the vocational proficiency of their employees and how existing deficits can be obviated.
Apart from conventional forms of competence development (seminars etc.), also measures that take place within the work process or in close connection to the workplace are deduced.
For example, existing processes and flows of work can be analysed in the form of workshops together with the employees. Thus, new approaches for improvements can result.
Another possibility is the systematic job rotation of the employees i.e. a specific change of workplace. In this way the flow of information is improved and the ideas of the employees concerning other sectors are expanded and corrected where necessary.