Competencies for Each Role
Select technical skills and work behaviors relevant to the position. Avoid using the same list for all roles without considering specific job duties.
Competency Assessment Application
Manage employee competency assessments based on job requirements to determine training and development priorities. Sigma HRIS and Forte HRIS help organize information regarding mastered skills and those requiring improvement.
Assess Employee Skills Against Job Requirements
Work outcomes and the underlying skills supporting them should be discussed separately. An employee might meet targets yet still require development in specific skill areas. Competency assessments help companies understand mastered skills and areas requiring support, using observable examples of behavior or work performance.
Proficiency Levels
Define proficiency levels using concrete examples. Assessors must share a common understanding of what each level signifies.
Examples from the Job
Use work examples to explain assessment results. Distinguish between skills that have not yet been demonstrated and those that have been observed but require improvement.
Development Priorities
Compare job requirements with assessment results to determine next steps. Not all needs must be addressed simultaneously.
Link Assessment Results to Learning Needs
A supervisor might have mastered operational processes but still require guidance on delegating tasks and providing direction. Specific assessment results help companies select appropriate development activities, such as guided practice, mentoring, or targeted training, based on actual needs.
Establish Job Benchmarks
Define required skills and expected proficiency levels.
Discuss Assessment Evidence
Ask assessors to explain examples of how skills are applied in the job.
Set Learning Priorities
Select the needs that have the greatest impact on the employee's current tasks.
Compare Employee Capabilities with Job Requirements
Competencies define the knowledge, skills, or work behaviors required to perform a role. Assessments are more effective when the standards for each proficiency level are defined using observable examples. Without such benchmarks, terms like "good" or "adequate" may be interpreted differently by individual supervisors. HR needs to ensure a shared understanding before the results are used to determine development needs.
Competency standards should describe actual work so assessors can apply them consistently. Broad labels are often difficult to compare or explain to employees. Start with the capabilities most important to the role, then add examples of how each appears in practice. The application helps organize assessment records, while the people who understand the job define the standards. This gives managers a clearer basis for discussing readiness and development, rather than relying on general impressions.
Use examples of work output to test whether the criteria are understood consistently by different assessors. If interpretations vary, definitions need clarification before wider implementation. During a demonstration, discuss how the results will be used for training or career preparation. Companies also need to distinguish between competencies requiring immediate development and those needed for future roles. Clear assessment results help HR prioritize development needs. Employees also receive more concrete explanations regarding their strengths and areas for improvement.
Check Whether the Problem Is a Skill Gap or an Unclear Procedure
Errors in a report might result from a lack of knowledge or an unclear checking procedure. Each needs a different response. Bring actual work examples to the demo so the assessment criteria are specific and understandable. The results can then inform training needs and discussions about readiness for future roles.
Competency results should explain existing strengths and skills that need development. If the next steps remain unclear, review the criteria and evidence used. Bring sample roles and tasks to the demo to discuss how the assessment works and what the application needs to support. Clear information helps HR and managers choose relevant training or work assignments that develop the employee's skills.
Sigma HRIS offers on premises and private cloud options, while Forte HRIS is cloud based. You can choose the option that best suits your company's needs and IT policies. Please bring sample criteria or review workflows to the demo so our team can discuss the most appropriate implementation. We assist with application preparation and setup, and provide ongoing support to users whenever questions or issues arise during the performance management process.
Choose Sigma HRIS or Forte HRIS to Match Your Business
Both products serve small businesses through large enterprises. Their main distinction is how you deploy and manage the system. We help you choose based on operational needs and IT policies.
Choose Sigma HRIS for on premises deployment on your own servers or in a private cloud. Our team helps configure the application around your HR processes and IT policies.
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Choose Forte HRIS for a cloud based application. We help select modules, prepare records and guide users according to your HR requirements.
Learn MoreSigma HRIS and Forte HRIS are continuously updated to reflect user needs, including ESS, mobile applications and AI powered capabilities. Explore them in a demonstration using examples from your business.
Compare the ProductsHRIS Implementation Guidance and Application Support
Sigma Solusi Informatika has developed HR and payroll systems for more than 10 years. Drawing on this experience, our team can map your business processes in just a few hours.
Data Preparation and Application Setup
Start with the records and workflows you already use. We help prepare and migrate data and configure the application to fit your processes from the outset.
Application Support After Implementation
Our support team and project manager remain available after launch. We answer questions and help resolve issues so HR can keep work moving.
Competency Assessment FAQs
What is the difference between competency assessment and KPIs?
KPIs measure work outcomes, whereas competency assessments evaluate the ability to perform the job. Both help supervisors understand an employee's achievements as well as their development needs.
Must competency assessments involve a test?
Not necessarily. Methods can include workplace observation, samples of work output, or other approaches suited to the specific competency being assessed.
What should be brought to the demonstration?
Prepare a list of competencies, job standards, proficiency levels, and sample forms used by the company.
How do competency assessment results serve as a basis for training?
Compare the skills required for the role against the assessment results. Confirmed gaps can then become learning objectives.
Why does each competency level require behavioral examples?
Examples help assessors understand the distinctions between proficiency levels and explain results based on actual work performance.
Does an unobserved competency mean the employee lacks the ability?
Not necessarily. Check whether the employee has had the opportunity to demonstrate the skill before drawing a conclusion.
Discuss Competency Assessment Needs with Our Team
Tell us which tasks you want to simplify and the challenges your team faces. We are ready to demonstrate how the application works, assist with setup, and provide guidance on its use.