Employee Skill Assessments

Written by Nicholas Kamuda
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In the modern business world, many leadership decisions are made through employee performance and employee skill assessments. In many cases, specialists who are independent of the company in question must perform these assessments to insure an objective look at both hard numerical data and abstract data that is more difficult to quantify. By comparing the two, and by inferring links between them through multivariate statistics (statistics that examine the relationship between multiple independent variables and a single dependent variable), some companies can provide employee skill assessments that can lead to growth-inducing business decisions.

The Three Aims of Employee Still Assessments

Employee skill assessments must fulfill three main business purposes in order to produce successful results. Firstly, the assessment must have a strong business utility. Without a clearly defined purpose or function, employee skill assessments may focus on areas that have little to do with actual business function.

Secondly, the assessment must be reliable. In other words, it must be designed to produce responses and measurements that are replicable should the assessment be performed again. Without replicable measurements, the observations that are inferred from statistical analysis may hold little water when translated into business practices.

Finally, the results of the assessment must be viable, producing provable results that clearly address the aims of the assessment. This is as important for producing accurate results as it is for reducing the possibility of litigation. By clearly assigning these three business requisites to skill assessments, the resulting information can be as appropriate to enhancing corporate culture as corporate profitability.

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