Before getting to the point of how to assess staff it is advisable to ask yourself why assessment is necessary. When talking about digital competences you might want to determine whether an employee's digital skill set is appropriately matched to his/her job.
By reading the following article you will find out more about the importance of an employee evaluation.
If you represent quit a small company or organization you may wonder, whether you need to assess your staff at all?
The assessment decision helper does what it says: it helps you to find out if a staff assessment could be useful in your case.
One interesting tool related to work-place based assessment is the concept of Miller (1990). He developed a pyramid (originally for doctors) to assess professionality from novice to expert. You can find it here and adapt it for your own purposes of staff assessment right at work.
Assessment is at the heart of industry training. On-job assessment allows trainees to demonstrate their skills and knowledge in real work settings. On-job assessment has a real impact on the trainee, workplace and people undertaking the assessment.
DiSC® is the leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork and communication.
The DiSC® model provides a common language that people can use to better understand themselves and to adapt their behaviors with others — within a work team, a sales relationship, a leadership position, or other relationships.
At their best, performance reviews motivate employees, increase engagement, and skyrocket organizations to new levels of achievement. At their worst, performance reviews intimidate workers, judge employee value, and cripple team effectiveness.
Digital competence improvement should have a clear foundation. In this module you make yourself familiar with recording and assessing digital skills. Which methods and instruments exist to carry out this task? Which concepts you should have heard of? Which digital competences are important to assess? This knowledge will enable you to suggest means for digital upskilling in your company.
First of all it is advisable to get a clear picture about which digital competences there are. You can do this by using the following list including explanation in this short White paper.
The European Digital Competence Framework for Citizens , also known as DigComp, offers a tool to improve citizens’ digital competence. Why not comparing this compilation with a concept about digital competences applicable for all European countries? You can find it here for your own use or hand it over to your learners for self-assessment.
Although not specific for a certain job, it could be also interesting for your learners trying out this online testing tool to map individual digital competences. Next to self-assessment, which is only one part of the medal, check this infographic to find out more about other methods for assessing (digital) competences at the work place.
Finally you would want to include digital competences to an existing professional job description.
You can use the hints on how to do that and a job description form.
Frequent employee feedback is one of the best practices for tracking employee progress and improving it time to time.
This practice does not only help the employees but helps the team and the entire organization increase their productivity.
First of all it is advisable to make people, employees and managers, aware of the importance of feedback – sometimes it tends to disappear in daily routines.
Read here why feedback is so important.
Finally you would want to get a deeper insight to methods of providing feedback.
This overview provides different approaches how to deliver feedback and what lies behind in terms of psychological aspects of advice, feedback and criticism.