O que você precisa saber sobre Avaliação de Competências

Summary

In this video, Ana Lima from Meru discusses the importance of competency assessment in driving employee performance and development within a company. She explains the process, highlighting different models such as 90°, 180°, and 360° evaluations, and the benefits they bring, such as strategic alignment and targeted development. The video also outlines steps for implementing competency assessments, from identifying essential competencies to providing constructive feedback and continuous support for employee growth. Ana encourages viewers to explore further with Meru's platform for more detailed insights.

Takeaways

• 😀 Competency assessment is essential for improving employee performance within a company.
• 😀 Competency evaluation not only focuses on technical skills (hard skills) but also on personal behaviors and attitudes (soft skills).
• 😀 The process helps organizations understand the full potential of their employees beyond just visible abilities.
• 😀 Benefits of competency assessment include better strategic alignment, informed decision-making, and focused team development.
• 😀 Employees benefit from competency assessment by receiving opportunities for career growth, higher engagement, and fair recognition.
• 😀 There are various competency assessment models, such as 90º, 180º, and 360º, each providing different perspectives on employee performance.
• 😀 The 90º model involves an evaluation conducted by the direct leader, focusing on their observations and interactions with the employee.
• 😀 The 180º model combines the evaluation of the leader and self-assessment by the employee, providing a more comprehensive view of strengths and areas for improvement.
• 😀 The 360º model includes feedback from peers, alongside self-assessment and leader evaluation, for a holistic perspective on competencies.
• 😀 To implement a competency evaluation, first identify key competencies for each role, ensuring they align with the organization's strategic goals and set measurable indicators.
• 😀 Once data is collected, it's crucial to calibrate the process for impartiality, then provide clear, constructive feedback, and develop a personalized plan for improvement and continuous development.

Q & A

What is the main goal of evaluating competencies in a company?

The main goal of evaluating competencies is to analyze the knowledge, skills, and attitudes of employees to understand their potential, improving performance and promoting development within the organization.

Why is it important to evaluate both hard skills and soft skills?

It is important to evaluate both hard skills (technical abilities) and soft skills (behaviors and attitudes) because this provides a more comprehensive view of an employee's overall potential and how they interact within the workplace.

What are some of the benefits for the company when conducting a competency evaluation?

Benefits for the company include better strategic alignment, more assertive decision-making, and focused team development.

What advantages do employees gain from a competency evaluation?

Employees benefit from growth opportunities, increased engagement, and fair recognition.

What is the 90° evaluation model?

The 90° evaluation model is conducted by the employee's direct leader, who evaluates the employee's competencies based on observations and direct interactions.

How does the 180° evaluation model differ from the 90° model?

The 180° evaluation model combines the leader's evaluation with the employee's self-evaluation, where the employee identifies their strengths and areas for improvement, and the leader provides an assessment based on direct observations.

What does the 360° evaluation model include?

The 360° evaluation model is more comprehensive, involving not only the leader’s and employee's perspectives but also feedback from peers, offering a broader view of the employee's competencies.

How should competencies be identified before implementing an evaluation?

Competencies should be identified based on the essential requirements for each role within the company, aligning them with the organization's strategic goals. They can vary depending on positions and departments.

What role do measurable indicators play in competency evaluations?

Measurable indicators help assess each competency in a concrete way, for example, measuring collaboration by the employee's willingness to spontaneously help colleagues. These indicators provide a clear and objective way to evaluate performance.

What is the purpose of the calibration step in the evaluation process?

The calibration step ensures impartiality in the evaluation process by aligning assessments across different evaluators, ensuring fairness and consistency.

How should feedback be provided after a competency evaluation?

Feedback should be clear and constructive, highlighting the employee's strengths while also addressing areas that need improvement. A Personal Development Plan (PDI) is often used to guide the employee's development with support such as training or mentorship.

What is the role of continuous follow-up in the competency evaluation process?

Continuous follow-up is crucial to monitor the employee’s progress, offering ongoing feedback and support, and making adjustments when necessary to ensure the development efforts are on track.