What it involves
The most important capital of a company is human capital. We believe that helping businesses stimulate their human resources by increasing their self-esteem and awareness of their potential is an important starting point in a work environment that has profoundly changed in recent years.
The methods to optimally achieve this objective may include the use of current and potential performance evaluation techniques, knowledge transfer, or pathways such as Skills Assessment.
The latter, while preserving the nature of a consulting intervention primarily directed at the individual, can also be used for various important “organizational” functions.
Skills Assessment in Companies
This applies to companies and organizations that intend to use Skills Assessment as a lever for human resource development (companies engaged in restructuring and reorganization processes or that plan to adapt staff competencies, organizations that intend to plan training investments more strategically, etc.) and that can resort to an assessment service to pursue objectives such as:
- internal mobility and the creation of new job positions;
- professional development of individuals;
- professional retraining/relocation of personnel;
- “forward-looking competency management” aimed at improving the quality of production processes.
Benefits for Individuals and Organizations
For subjects involved in Skills Assessment actions in organizational contexts, the expected benefits from the assessment, in addition to those already provided by the “traditional” use of the intervention, are represented by the possibility of evaluating with coherence and relevance (considering the “proximity” of the context) the transferability of their competencies to other professional areas, activity areas, work roles within their work organization and of building a professional development project to be related to company development plans and potentially negotiated with the organization.
In particular, the assessment can help individuals who work at various levels within a company/organization to pursue:
- a change of professional area or work role in a horizontal and/or vertical direction;
- development/enrichment of the work role held;
- greater qualification or requalification;
- the definition of an internal career and professional development plan;
- the definition of a training plan aimed at recovering/increasing competencies.
For companies or organizations interested in implementing Skills Assessment actions for their employees/collaborators, the benefits that the use of this tool can bring are represented primarily by the possibility of experimenting with a human resource management system based on the enhancement and development of competencies internal to the company system, and, secondly, by the opportunity to create an internal dynamic that relates individual professional development projects, emerging from assessment actions, with company plans for work and organizational development.
