Skills Assessment for Employee Development

Oftentimes our clients are interested in increasing the skill level of their current talent. In other cases, there is a need to develop skills and bench strength for future jobs (e.g., succession planning) or in order to meet long-term strategic objectives.

Whether selecting or developing a group of managers, it is important to identify their strengths and areas for improvement. We have helped clients in a variety of industries obtain meaningful information about the skill level of their personnel to improve their ability to complete training and succession planning to meet current and future strategic objectives.

Using validated tools and techniques that provide participants with meaningful behavioral feedback, we can help you manage your talent better.

We evaluated a wide range of personnel, including directors, managers, supervisors, internal consultants, call center representatives, and sales people as a precursor to implementing individual, team, and department-wide training and development efforts.

Assessment Centers

Our Assessment Centers (ACs) offer multiple exercises that evaluate an individual’s skills, abilities and personal characteristics in a variety of work-like situations. We use simulations and role plays to evaluate participants on a number of competencies. To get more detail on the exercises we offer, please click here.

The Skills Assessment Inventory

The Skills Assessment Inventory (SAI) measures an individual's skills and abilities on over 30 competency areas. The SAI can be administered:

  • As a multi-rater (often referred to as 360) evaluation process
  • To identify training and development needs
  • As a supplement to (or replacement for) existing performance appraisals

Clients can tailor the tool to fit the needs of the individual, position, team, department, or organization by selecting a subset of competencies that are most important to successful performance. Our current list of competencies includes:

  • Analytical Thinking
  • Attention to Detail
  • Budgeting / Cost Analysis
  • Candor
  • Competitive Awareness
  • Conflict Resolution
  • Delivering Customer Service
  • Daily Supervision & Monitoring
  • Decisiveness
  • Delegation
  • Developing Others
  • Discretion
  • Flexibility
  • Innovativeness
  • Influence
  • Integrity / Ethics
  • Interpersonal skills
  • Judgment
  • Leadership
  • Negotiation
  • Oral Communication
  • Oral Presentation
  • Performance Assessment
  • Performance Standards
  • Personal Motivation
  • Planning and Organization
  • Project Coordination
  • Responsibility
  • Self-Development Orientation
  • Setting Priorities
  • Strategic Direction
  • Tenacity
  • Team Building
  • Team Contribution
  • Technical Translation
  • Written Communication

All About Performance uses a problem-solving, results-oriented approach to identify trouble spots and implement solutions at all levels of your organization.

To see related skills assessment articles, click here.

For more information on skills assessment for employee development, please contact Warren Bobrow.

Warren presented at the IPMA-HR Training Conference on What Works in Leadership Development.  For
a copy click here.