Use this self-assessment checklist to make sure your assessment process is fair and reliable.
Before you embark on the process of planning your skills audit, it is important to ensure that the assessment process you are about to employ is fair and reliable. The checklist below is based on the principles relating to fair and unbiased assessment in the South African context, and also covers issues identified in a case study of 51 discrimination cases decided in international labour courts (Kreitner & Kinicki, 1995).
Human Resources (HR) management needs to transcend current practice in order to be relevant in terms of the bigger business picture. This is particularly true when it comes to skills audits, learning and development, for these exercises require time, money and effort; hence the use of these resources should be properly justified.
Customary thinking regarding skills audits (i.e., that they serve to identify skills gaps) should be transcended. An effective skills audit must be broader in span so as to ensure that business information and business-enabling requirements are met at various organisational levels, since the skills audit is in fact only one step in a larger process designed to achieve successful individual and organisational development.
The effectiveness of a skills audit depends on the ability of the HR team to transcend traditional thinking in order to become a critical business partner that plays a strategic role in the organisation. The irony is that many HR practitioners have the theoretical understanding of the implementation of the skills audit, but lack the practical understanding of the requirements for planning and for putting mechanisms in place to achieve the desired outputs.
A job analysis is used as the basis for the skills audit.
Definitive standards of performance have, regardless of the rating methods used, been developed and written up, and all stakeholders have been informed of these standards.
Raters are trained to use the rating instrument properly.
Formal appeal mechanisms are in place and assessment results are reviewed to ensure fairness and reliability.
Ratings are supported with documented examples of behaviour.
Employees are given a chance to improve their competence through development opportunities.
Special provision is made to accommodate illiterate members of staff.
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