EMPLOYEE COMPETENCY ASSESSMENT
Has been alluded to in advance that the base is made in the leadership to advance his subordinates are skills assessment. So the results are listed in the table as a guideline for assessing the leadership capabilities to train, promote, and remove subordinates from positions one to another position.
Skills assessment is a systematic assessment of an employee by a supervisor or by some person competent to know the correct way of carrying out official duties being assessed.
Indeed to this very objective assessment of skills is difficult, mainly because of two reasons as follows.
a. difficult to settle a measure of valuation.
b. It is hard to define what quality should be assessed from the implementation of state employees to work at least proficient.
Although difficult to conduct an objective assessment sufficient, but assessment of skills should be adopted by any business entity due to the presence of huge benefits both for companies and for employees of the appraisal. For companies, the assessment skills are important because of the actions that can be heightened employee morale. Also exercise program for action for the promotion and removal actions that can provide skills assessment for the company servicenya. Also with the assessment of skills that employees can find out its weaknesses, so that when the assessment of skills is followed by suggestions from the supervisor, then the possibility of employee complaints smaller parties.
Anyone who held a skills assessment, there is still no word among the experts disagree. According to Neuner, there are three possibilities to assess skills, ie, as follows.
a. Proficiency assessment by the immediate superior and then revised by the department manager.
b. Proficiency assessment by the direct supervisor, assisted by one or two of his assistants.
c. Proficiency assessment by the immediate superior and if not made a satisfactory verification by assessing the skills once again by a friend or two employees concerned.
According to the Assessor position, then another opinion suggests that skills assessment can be distinguished on the assessment of vertical and the horizontal assessment. Assessment of this type rarely in practice, the more so in the company. Such assessment is commonly used among soldiers, especially during the World War II, among U.S. soldiers. For example, young officers evaluate colleagues in a few qualifications, such as properties of physical, skill, leadership, personality traits and so forth. Of the various types of assessment as described above, it becomes obvious that the skills assessment is rarely done by only a single person. That meant reducing the subjectivity.
What qualities should be assessed from the employees, yet there is uniformity in practice. A company for example, to make assessments in terms of goals as follows: Employees will faknya knowledge, quality of work, its duration is not present in his work, his attitude toward leadership, attitudes toward coworkers and the company, honesty, personality and so forth. State companies establish plantations in North Sumatra valuation object from employees in these matters as follows: crafts, knowledge in its field, the attitude toward your boss, authority, attitude toward subordinates, work order, intelligence, initiative, ability stand on their own, a sense of responsibility towards the task , ability to work, and honesty.
In a report on suggested by Benjamin, there are several properties of the most commonly judged by the officials who worked with their hands or employees of field production, and the officials who worked in the field of administration, and from employees of a position as a leader, as follows.
a. Ten of the most common properties assessed from the production sector employees are:
1) quality (quality of work)
2) the quantity of work (quantity of work)
3) knowledge of the job (knowledge of the field)
4) dependability (initiative)
5) Cooperation (cooperation)
6) adatability (adjustment)
7) Attendance (attendance)
8) versatility (versatile knowledge)
9) house keeping (maintenance)
10) safety (security)
b. Ten properties are generally assessed from the people who hold positions of leadership are:
1) quantity
2) dependability
3) quality of work
4) knowledge of job
5) Cooperation
6) initiative
7) Adaptability
8) judgment
9) Attendance
10) health
c. Ten common properties assessed from the people who hold positions of leadership are:
1) knowledge of job
2) Cooperation
3) dependability
4) quality of work
5) judgment
6) initiative
7) The quantity of work
8) leadership
9) planning and organization
10) health
Regardless of who becomes the object of assessment, but must be retained is that the results of the assessment may indicate the role of employees who are assessed on the realization of corporate goals or objectives activity unit environment. In addition, the skills assessment process should be given an indication of weaknesses so that employees who are assessed based on the assessment can be thought of subsequent actions, such as transfer, train, or educate. Therefore, people should understand that conduct assessments truly benefit from the skills assessment is, how to conduct assessments, how to interpreting, and most importantly have to face to maintain objectivity.
Has been alluded to in advance that the base is made in the leadership to advance his subordinates are skills assessment. So the results are listed in the table as a guideline for assessing the leadership capabilities to train, promote, and remove subordinates from positions one to another position.
Skills assessment is a systematic assessment of an employee by a supervisor or by some person competent to know the correct way of carrying out official duties being assessed.
Indeed to this very objective assessment of skills is difficult, mainly because of two reasons as follows.
a. difficult to settle a measure of valuation.
b. It is hard to define what quality should be assessed from the implementation of state employees to work at least proficient.
Although difficult to conduct an objective assessment sufficient, but assessment of skills should be adopted by any business entity due to the presence of huge benefits both for companies and for employees of the appraisal. For companies, the assessment skills are important because of the actions that can be heightened employee morale. Also exercise program for action for the promotion and removal actions that can provide skills assessment for the company servicenya. Also with the assessment of skills that employees can find out its weaknesses, so that when the assessment of skills is followed by suggestions from the supervisor, then the possibility of employee complaints smaller parties.
Anyone who held a skills assessment, there is still no word among the experts disagree. According to Neuner, there are three possibilities to assess skills, ie, as follows.
a. Proficiency assessment by the immediate superior and then revised by the department manager.
b. Proficiency assessment by the direct supervisor, assisted by one or two of his assistants.
c. Proficiency assessment by the immediate superior and if not made a satisfactory verification by assessing the skills once again by a friend or two employees concerned.
According to the Assessor position, then another opinion suggests that skills assessment can be distinguished on the assessment of vertical and the horizontal assessment. Assessment of this type rarely in practice, the more so in the company. Such assessment is commonly used among soldiers, especially during the World War II, among U.S. soldiers. For example, young officers evaluate colleagues in a few qualifications, such as properties of physical, skill, leadership, personality traits and so forth. Of the various types of assessment as described above, it becomes obvious that the skills assessment is rarely done by only a single person. That meant reducing the subjectivity.
What qualities should be assessed from the employees, yet there is uniformity in practice. A company for example, to make assessments in terms of goals as follows: Employees will faknya knowledge, quality of work, its duration is not present in his work, his attitude toward leadership, attitudes toward coworkers and the company, honesty, personality and so forth. State companies establish plantations in North Sumatra valuation object from employees in these matters as follows: crafts, knowledge in its field, the attitude toward your boss, authority, attitude toward subordinates, work order, intelligence, initiative, ability stand on their own, a sense of responsibility towards the task , ability to work, and honesty.
In a report on suggested by Benjamin, there are several properties of the most commonly judged by the officials who worked with their hands or employees of field production, and the officials who worked in the field of administration, and from employees of a position as a leader, as follows.
a. Ten of the most common properties assessed from the production sector employees are:
1) quality (quality of work)
2) the quantity of work (quantity of work)
3) knowledge of the job (knowledge of the field)
4) dependability (initiative)
5) Cooperation (cooperation)
6) adatability (adjustment)
7) Attendance (attendance)
8) versatility (versatile knowledge)
9) house keeping (maintenance)
10) safety (security)
b. Ten properties are generally assessed from the people who hold positions of leadership are:
1) quantity
2) dependability
3) quality of work
4) knowledge of job
5) Cooperation
6) initiative
7) Adaptability
8) judgment
9) Attendance
10) health
c. Ten common properties assessed from the people who hold positions of leadership are:
1) knowledge of job
2) Cooperation
3) dependability
4) quality of work
5) judgment
6) initiative
7) The quantity of work
8) leadership
9) planning and organization
10) health
Regardless of who becomes the object of assessment, but must be retained is that the results of the assessment may indicate the role of employees who are assessed on the realization of corporate goals or objectives activity unit environment. In addition, the skills assessment process should be given an indication of weaknesses so that employees who are assessed based on the assessment can be thought of subsequent actions, such as transfer, train, or educate. Therefore, people should understand that conduct assessments truly benefit from the skills assessment is, how to conduct assessments, how to interpreting, and most importantly have to face to maintain objectivity.