Assessing the professional skills of its employees is an obligation that concerns all companies. This approach allows managers to determine the level of skills of their employees for good management of the latter. This translates into an increase in the overall skills of the company. But this requires a good methodology as well as a good preparation.

Why and how to assess the skills of its employees? We take stock of the methods and tools useful for your business.


Why evaluate the skills of its employees? 

The accelerated development of technologies and the evolution of processes constantly create new needs in terms of knowledge and skills. To remain competitive in their markets, companies and organizations must therefore have a clear idea of ​​the skills available to them.

This requires adequate personnel management, and therefore regular assessment of skills. This virtuous routine has benefits for each part.

For the company :

The assessment aims to know precisely the skills of each employee. This knowledge will then be useful to optimize the management of skills within the company and to identify possible talents unknown until then. Knowing the strong points of the employees also makes it possible to remunerate them at their fair value and to observe an increase in the skills of the teams.

On the other hand, evaluating the skills of its employees makes it possible to precisely identify the training needs within the company. The human resources director (HRD) thus ensures that they have competent employees in their positions and in the missions that are busy with them. 

For the team :

Assessing employee skills creates a good atmosphere at work. This facilitates collaboration and develops exchange and discussion. Indeed, the staff evaluation preserves the anonymity of each participant. It then becomes possible to identify the problems to be corrected without pointing the finger at an individual in the team. 

For employees :

The device: Diagnosis – Training – Evaluation 

Allows the employee, among other things, to :

  • Know what his colleague think about his work
  • Show his talents, performance and professional skills
  • Manage the evolution of your career in the best way
  • To know one's strengths/weaknesses in order to increase their skills through training
  • To claim a fair salary and to negotiate a raise or a promotion
  • Fulfillment in the accomplishment of the tasks assigned to him/her

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How to assess the skills of its employees ? 

Assessing employee skills starts with identifying those the company has. It is therefore essential to distinguish and update each of them. Here are the main steps:

Defining the evaluation criteria 

This crucial step aims to establish a common frame of reference within the company for the evaluation of skills. Management, human resources, managers and employees work together to obtain a reliable and satisfactory result for all. They reflect on: the creation of job descriptions, the distribution of the welcome kit, the sharing of documents presenting the evaluation criteria…

Adopting the right evaluation methods 

The approaches most used to evaluate the skills of employees in companies are:

  • Self-assessment using a survey.
  • Individual interview: the direct supervisor assesses the employee during a face-to-face meeting.
  • 360° evaluation: all actors with an upstream or downstream link are involved in the evaluation process (manager, supervisor, colleagues, subordinates). This method makes it possible to make a complete and precise analysis of the evaluated employee.

Adopting a skills management tool

Digitization makes it possible to overcome the obstacles linked to assessment on paper. You can therefore provide your company with skills management software to facilitate the exchange of information. Such a tool also serves as a support for the various assessment interviews. 

The evaluation

A skills evaluation grid is an HR made available to each of the parts (managers, human resources and employees) to provide the company with a common evaluation model. It guarantees an evaluation that is both complete and rational. This is most often a Microsoft Office file, often Microsoft Excel, made up of three main skills: 

  • Managerial skills and expertise (know-how)
  • Relational skills (know-how or soft skills)
  • Technical skills (knowledge or hard skills)

Human resources management tools and platforms

A computer software for evaluating employee skills simplifies and serves as a support for interviews. Whether it's an HR accessible via a platform or a dedicated software, you get a complete view of the professional development possibilities of your employees. Among the most used tools, most have the following functionalities :

To identify the strengths and areas for improvement of employees, interface accessible on computer, tablet or mobile :

  • Customizable question
  • Access to results in real time
  • Use of varied content (text, videos, examples of actions, etc.)
  • Adapted for 360° assessments
To manage all types of interviews (return to work, professional assessment, etc.) 
  • Automated workflow from the employee's invitation
  • Self-evaluation by the employee
  • Follow-up alerts for managers and HR
  • Graphical analysis of collected data
  • Management of objectives and competencies
  • Ready-to-use data exports
Create better workforce strategies :
  • Dashboard management
  • Evaluation notifications
  • Self-assessment feature
  • Customized evaluation criteria
  • Ability to export results in CSV/PD format


When assess the skills of its employees?

Skills assessment can be done at any time. At the beginning of the collaboration, the job interview makes it possible to determine the basic skills of the future employee. At this stage, the employer ensures that the candidate has the assets to occupy the coveted position. 

This evaluation can also be done on an annual basis to measure the employee's real knowledge and know-how. These annual appraisal interviews between the HRD and each of the employees are required to implement a good talent management and skills measurement policy.

It should be noted that the evaluation can also be done at the beginning and at the end of professional training. It is then a question of measuring the increase in skills of the employees at the end of the training.

However, whatever the moment chosen, the employee must imperatively be informed in advance of the date and the methods of evaluation. Moreover, it can only be evaluated in relation to the objectives set.

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