Competency based evaluation: what is it

Before competency-based performance evaluation, we need to define the concept of competence. The concept of competence has different definitions in different areas. The concept of competence in the field of business is generally used to mean distinctive equipment.

In other words, among people operating in a certain field, having a feature that others do not have or more is considered as a competence.

Competencies in the field of business are learned afterward to a great extent and can be developed continuously through training. One of the most important features of competence is that it is measurable and visible. Although the concept of competence is often used synonymously with outstanding performance, it also has a different use.

It is also possible to define competence as the minimum skill required to do a job. Although these two definitions seem like separate concepts, they are essentially complementary to each other.

Business managements use different methods to measure the performance of their personnel. In the competency-based performance evaluation method, which is one of these methods, individual competencies that affect business results are also measured. You can get IMechE Professional registration Help, to make your engineering career attractive to businesses.

The main reason for this measurement is to provide the necessary training activities to detect and improve performance degradation in individuals.

Training activities can provide employees with new competencies as well as aim to improve existing skills. The main goal of competency-based goal evaluation is to increase the performance of the whole through individuals. Competency-based performance evaluation is a guide for the future steps that businesses will take.

Competency-based performance evaluation, which is based on the method of monitoring individual behaviors, is an easy activity in this respect. This method serves to reveal people with high performance and to try to attract other employees to this level.

In this assessment method, the answers to questions such as “what is the strongest aspect of a person”, “what does the person do best”, “what should the person do”, “what are the aspects that a person does but can develop at a basic level” are sought.

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