Employee development is an extremely important aspect of talent management, because businesses need to ensure their staff are properly equipped to perform their various roles. In addition, effectively developing the skills of employees has the potential to positively impact overall business performance and reduce staff turnover.
From providing customer service training for those working in retail customer service roles, to improving the sales skills of those in sales roles, development needs to be targeted. It also needs to be tailored based on the existing skills of individuals and the team as a whole, which is why skills assessments are so useful.
The concept behind skills assessments is to get an understanding of the strengths and weaknesses of a particular team. This information can then be used to inform a business’ employee development strategy, giving them a clear idea of what the team are good at and where there is room for improvement.
Miller Heiman Group’s Talent Ready Assessments are divided into two sections. Predictive assessments work by screening candidates against top performers, measuring improvement over time and capturing learning styles, allowing businesses to hire those with the best chance of success and place the right people in the right roles.
On the other hand, sales skills assessments are concerned with the capabilities of existing staff. This can help businesses to better understand the team they have in place, as well as to identify specific areas of weakness and diagnose the team’s training and coaching needs moving forwards.
Research from Bersin by Deloitte showed that spending on learning and development initiatives in the United Kingdom increased by 11 percent between 2014 and 2015, rising to an average of £1,068 per learner. This is a significant investment, which needs to generate a positive ROI.
Once a skills assessment has been carried out, this investment in training can be much more carefully targeted towards the team in question, increasing the chances of it being money well spent. At the same time, it potentially reduces the amount of time spent training staff in areas where they are already perfectly competent.
The information deduced from a skills assessment can also be used to inform a coaching strategy. For coaching to be successful, it needs to be customised for individuals, providing them with clear targets to work towards. Skills assessments can make it much easier to identify what those targets should be.
Of course, it is important to point out that the benefits of carrying out a skills assessment extend to the employees themselves. Arming people with the skills they currently lack can open up doors in terms of career advancement and recognising existing capabilities can be beneficial for morale.
Carefully devised employee development strategies can also improve retention rates, which is a worthwhile consideration when businesses are investing so much in training. Staff who perform well in their role are less likely to experience feelings of failure and more likely to feel as though they are making a positive contribution.
“Good pay alone can never develop a loyalty in an employee,” says Kunal Chetri. “Rewarding, educating, empowering, training and motivating people are the need of the hour in employee retention.”
Skills assessments are the ideal starting point or an employee development strategy, because they enable businesses to pinpoint specific areas of strength and weakness. This reduces the amount of money spent on unnecessary training and allows companies to target their efforts towards areas where it is most needed.
More information about Miller Heiman Group’s Sales Skills Assessment can be found by clicking here.