Employee TRADE Validation
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Recruitment of staff is not only the most frequent purpose of competence assessment but is also the domain where companies seem to assess people most extensively and systematically.
This is because, in cases of external recruiting, managers do not know the candidate. Qualifications, certificates or other documents may only insufficiently inform about the required skills set.
Moreover, selection of inappropriate candidates can be extremely costly to the company.
Personnel and competence development
This refers to upgrading responsibilities, adapting employees’ competences, which
is not necessarily connected to career progression (even for given job positions,
required skill sets may constantly change). In this context, prior competence
assessment – against skills requirements – becomes necessary to define for
each employee the skills gap and required training or learning measures.
Career progress and succession planning
Validating competences is also used for career development and succession
planning, when identifying and developing successors for, for example,
management positions. The purpose is to measure an individual’s competences
against requirements of a higher job position and to establish their potential as
well as possible personnel development measures if needed.
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