It’s Measurement Time…
Tips for Measuring the Success of your Competency Project
You have decided that you will take the time to define the requirements needed (competencies, knowledge, and experience) for successful performance for the jobs across your organization. You will then use these requirements to help you make better hiring decisions, onboard your people, and provide opportunities for learning and development and career growth. How will you know that your project is successful? Let’s walk through some things you should consider as you plan your measurement journey.
1. Start Early
Too often people wait until the end of their competency project to try and measure the success or impact. Deciding when and what to measure should start during the planning phase of your project. This way you can establish a baseline and compare and contrast various measures before and after you have started to use competencies throughout your various HR applications.
2. Identify Key Stakeholders
When you define your goals and objectives you will want to ensure that the leadership team supports these goals and that you are not missing anything. When you collect information to measure the impact of your competency project, you will also want to consider the various perspectives of those affected by the project (e.g., employees, managers, recruiters, trainers, customers, etc.).
3. Define Your Goals and Objectives
You have likely identified a need that you are hoping competencies can help you to address. For example, you may have noticed that your organization is struggling to hire quality candidates or maybe it is taking new hires a long time to adjust and perform as you would expect them to or maybe you have noticed that a lot of people are choosing to leave your organization. Whatever the reason, once you have a sense of what’s driving the need for change and the need for competencies, you can begin to identify the specific goals of your project and the criteria for measuring these goals.
4. Identify How you will Measure Success
What methods will you use to collect information? Will you use interviews or questionnaires? Why not both? You may already have in place some great sources of information (e.g., engagement surveys, customer satisfaction ratings, performance ratings, training evaluations, retention data, etc.). Try to use the data you may already be collecting, rather than reinventing the wheel.