{"id":14690,"date":"2023-02-27T00:10:00","date_gmt":"2023-02-27T00:10:00","guid":{"rendered":"https:\/\/www.skills-base.com\/?p=14690"},"modified":"2023-06-26T01:11:58","modified_gmt":"2023-06-26T01:11:58","slug":"the-3-key-metrics-for-successful-skills-measurement","status":"publish","type":"post","link":"https:\/\/www.skills-base.com\/the-3-key-metrics-for-successful-skills-measurement","title":{"rendered":"The 3 Key Metrics for Successful Skills Measurement"},"content":{"rendered":"\t\t
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In today\u2019s highly competitive market, companies are always looking for ways to stay ahead of the curve. One way to achieve this is by keeping track of your employees\u2019 skills and investing in their professional development. Part of the skills measurement process, which we\u2019ve previously explored more deeply<\/a><\/span><\/strong>, is selecting the right metrics. Metrics are measurable indicators that allow you to track your employees\u2019 progress and make data-driven decisions.<\/p>

There are a huge number of possible metrics that could be used to measure your workforce\u2019s skills. However, try to measure too many and you risk grinding to an inevitable halt when the complexity and effort become too much. On the other hand, narrowing your list using suboptimal metrics can make your data unreliable or incomplete.<\/p>

We\u2019ve refined the range of possibilities to create the Skills Base Skill Measurement Model which includes the three most important metrics for measuring a workforce\u2019s skills \u2014 ability, desire, and knowledge. Let\u2019s explore how they can be used to define, measure, and track employee competency to support your company\u2019s growth and success<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Ability or Skill Level<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The \u2018ability\u2019 metric refers to how well someone can apply a skill in a real-life situation. Ability should be both demonstrated and observed \u2014 demonstrated by the person being assessed in day-to-day operations, and observed by an authoritative third party who can witness and assess the skill being applied.<\/p>

The key to accurately using ability as a metric is in the observation element. It\u2019s tempting to measure it in other ways, but you\u2019ll find they often can\u2019t accurately determine someone\u2019s ability to implement a given skill. For example, a 2022 study by Sackett et. al. suggests traditional signals like \u2018years of experience\u2019 are flawed predictors of someone\u2019s actual ability. A phenomenon you\u2019ve likely come across already. Other types of signals confuse knowledge with ability (something we talk through more below).<\/p>

You should also make sure you assign a sub-metric to ability \u2014 \u2018skill level\u2019. Consider a highly trained employee versus a trainee, they might both be able to accomplish a task but one will have a vastly different skill level than the other. Without that sub-metric, there\u2019d be no way of distinguishing between the two.<\/p>

We should note here, that using a purely observational approach to skills measurement can lead to biases in your data. But, there\u2019s a way you can counteract that. You can learn more about our Structured-Subjective approach here.<\/a><\/strong><\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Desire or Interest Level<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u2018Desire\u2019 is centered around an individual\u2019s passion or interest for a given skill \u2014 how much they want to use that skill. When desire is high, employees are more likely to get satisfaction and enjoyment out of using their ability in a given skill. The Japanese principle of Ikigai refers to this as a feeling of accomplishment and fulfillment that follows when people pursue their passions. On the contrary, someone with a low level of desire will be more reluctant to use their ability and may actually feel dissatisfied when using it.<\/p>

Desire is a leading indicator of the sustainability of skills within an organization. There\u2019s a risk of burnout when people aren\u2019t passionate about their work and are tired of completing tasks they don\u2019t enjoy. There\u2019s also a risk of \u201cquiet quitting\u201d \u2014 a recently named trend where disillusioned employees clock in simply to do the bare minimum they need to do to get paid. Both of these risks will ultimately lead to low productivity and high employee turnover.<\/p>

We apply the sub-metric \u2018interest level\u2019 to measure an employee\u2019s desire to use their skills. When combined with ability, it\u2019s possible to create a workforce that enables people to work on things they both love and are good at.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Knowledge or Qualifications<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Don\u2019t fall into the trap \u2014 knowledge isn\u2019t ability.<\/p>

\u2018Knowledge\u2019 specifically relates to someone\u2019s theoretical understanding of something rather than their experience in implementing it. For example, a flying enthusiast may have extensively studied the subject of how to fly an airplane, and may even be incredibly knowledgeable about it, but, if they\u2019ve never actually flown a plane before, would you want to be their first passenger?<\/p>

In saying that, knowledge does still play an important part in assessing an employee\u2019s skills. It provides the theory, understanding, tools and techniques needed to effectively apply a skill in a real-world situation.<\/p>

To measure someone\u2019s knowledge, look at their qualifications and certifications, including any evidence of the completion of training, mentoring, or coaching. These artifacts are an objective measure of the knowledge someone has gained and are binary \u2014 either you have them or you don\u2019t. This is unlike both ability and desire which are measured on a scale.<\/p>

Using these metrics in conjunction with each other will help you effectively and efficiently measure your employee\u2019s competencies. If you\u2019d like skills assessment software<\/a><\/strong><\/span> to help manage and track these competencies then get in touch today.<\/a><\/strong><\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

In today\u2019s highly competitive market, companies are always looking for ways to stay ahead of the curve. One way to…<\/p>\n","protected":false},"author":1,"featured_media":14721,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[3,168],"tags":[76,146,145,160,83,141],"class_list":["post-14690","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-skills-based-transformation","tag-skills-assessment","tag-skills-based-approach","tag-skills-based-organization-2","tag-skills-based-team-2","tag-skills-management","tag-skills-management-software"],"yoast_head":"\nThe 3 Key Metrics for Successful Skills Measurement - Skills Base<\/title>\n<meta name=\"description\" content=\"Unlock the key metrics for successful skills measurement. 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