Competency Assessment

Organizations struggle to accurately and efficiently assess the skills and competencies of their workforce. Traditional assessment methods like multiple choice tests often fail to provide a holistic view of employees' abilities. This makes it difficult to identify skill gaps, tailor development opportunities, and make strategic workforce decisions.

Without proper competency assessment frameworks in place, organizations suffer from lack of data-driven insights into their talent. This leads to disengaged employees stuck in roles that underutilize their capabilities. It also results in deficient succession planning and inability to build competency models that feed into recruiting and hiring processes. The consequences are high attrition, low productivity, and inability to compete in the modern marketplace.

This course offers a rigorous approach to competency assessment that enables organizations to deeply understand the capabilities of their workforce. Students will learn research-backed methods for developing competency frameworks, designing assessments, analyzing data, and applying insights to enhance workforce planning and talent decisions. The structured approach taught in this course will help organizations maximize their return on human capital investments and maintain a pipeline of talent ready for critical roles of tomorrow.

“This course enabled me to transform how our organization evaluates and develops talent. Learning competency evaluation techniques took much ambiguity out of our process. The result is we can now accurately identify high-potentials and upskill employees towards the capabilities integral for future success.”

— Felix Trongco, Department of Education, NCR

Competency assessment is the practice of identifying, evaluating and documenting the skills, knowledge and abilities demonstrated by employees. It goes beyond assessing task performance and also looks at the behaviors, motivations and potential of people.

Competency assessment is ideal for Human Resources Leaders, responsible for advancing the skills and capabilities of employees, CHROs and other HR executives need a solid grasp of assessment methodologies to inform development and promotions. People Analytics Professionals: I/O psychologists, data analysts and other people analytics experts play a key role in designing, administering and applying fact-based workforce evaluations.

Talent Development Managers also benefit greatly from this course: Responsible for nurturing high-potential talent and closing skills gaps, Training and Development professionals need to align learning programs to rigorous competency data. Hiring Managers and Recruiters: To build teams with the right blend of competencies, hiring decision makers must integrate assessment-driven insights into recruitment and selection. Leaders and Managers: All levels of leadership require fluency in competency evaluation to coach their direct reports towards higher skill levels and career advancement.

COURSE OBJECTIVES

By the end of this workshop, participants will be able to –

  1. Read and understand competency models and frameworks aligned to organizational objectives;

  2. Ensure reliability and validity in assessment tools by applying testing concepts like standardized scores, error of measurement, and correlation analysis;

  3. Manage the assessment process effectively from project planning to rollout and feedback;

  4. Select and utilize appropriate assessment methods including tests, simulations, assessments centers and work samples; and,

  5. Develop evidence-based talent mobility strategies for hiring, placement, promotion and succession planning informed by meaningful competency data

“This course made competency modeling easily understandable and actionable. My team can now make hiring and promotion decisions confidently based on validated evaluations of talent.”

— Jennifer Gisala Medina, National Educators' Academy of the Philippines

COURSE OUTLINE

  • Module 1: Assessment Theory

  • Module 2: Assessment Reliability and Validity

  • Module 3: Assessment Process

  • Module 4: Assessment Simulation

  • Module 5: Assessment Integration

Inaccurate and biased competency assessments are derailing talent decisions and destroying workforce potential. This hands-on course provides a rigorous framework to assess employee proficiencies with validity and reliability. Master competency assessment to optimize hiring, development, and succession planning.

Gain in-demand skills to evaluate workforce capabilities with objectivity and precision. Expertly design assessments grounded in statistical concepts to measure skills, knowledge, behaviors and motivations.

Enroll now to gain actionable talent insights and lead strategic workforce planning powered by the most validated competency data. Become equipped to identify high-potentials, address skills gaps, and build talent pipelines to drive organizational success.

YOUR INSTRUCTOR

Lito Lupena has more than 25 years experience in the field of HR and OD and has been leading talent management programs in many organizations. His experience on Competency Model Development, Assessment and Integration dates back to the 90s when the talent management framework was at its infancy. Today, Lito has helped many organizations develop their Competency Framework and embed it into numerous HR processes such as Recruitment and Selection, Performance Management, Career and Succession, Learning and Development, as well Recognition and Rewards. Mr Lupena is affiliated with many known institutions such as DDI, CEB-SHL Talent Measurement, AAI, ADB, PAHRDOF, PRMF, Human Capital Asia, Inc., iCoDE Today, Ltd., and the Professional Association of Diving Instructors.

 

STUDENT FEEDBACK

BASED ON 728 EVALUATIONS

BASED ON 728 EVALUATIONS

REVIEWS

 

Rose Maria M. Chua, VP for HR and Corporate Communications, ZUELLIG Pharma

We were elated that we had a more articulate and responsive Competency Model for the core functions of the organization as a result of our project with Lito. What started out as a Global Campaign using the Lominger Model, with Lito’s help we were able to localize the Competencies and created progressive levels of proficiency for each dimension. Now the other Zuellig locations in the Asia-Pacific Region want to replicate our achievement.

Jonathan Villanueva, Global Service Center Director, Emerson

Through Lito’s guidance, we were able to put together a Competency Model that served as the framework for our Talent Management programs. Specifically, we were able to identify the Key Talents within the organization, as well as those we should Keep in View based on their promise of competence.

Atty. Anna Karina A. Coronal, Department Manager, Administrative and General Services Department, National Food Authority

Having defined our Competency Framework in a previous project, our workshop with Lito clarified all that still wasn’t clear and did not convince us of Competency-Based HR. In fact, in light of the clarity, we were able to jumpstart our Succession Planning Program, identifying Key Positions and Critical Competencies which formed the basis for identifying Potential Successors. Without this workshop, we would not have a solid foundation for our project.

Agnes Padilla, Executive Director, Civil Service Commission

CSC was the first among the government agencies to adopt a Competency-Based approach to HR. It was Lito who convinced us that this was the better path for streamlined and integrated HR versus the traditional way we have been managing the function. Because of this project, we are thinking of making it a key requirement among HR across all agencies to ensure an empowered talent pool and effective organization.