Discover Capabilities In Your Organisation
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The document explains capability discovery as a process for mapping employee capabilities to job roles and functions using a capability discovery tool. This tool involves self-assessments by employees or managers, resulting in personal reports that outline competency levels and suggested development steps. Key implementation steps include aligning the tool with organizational strategy, designing effective assessments, and providing ongoing support post-assessment.
Discover Capabilities In Your Organisation
- 1. Capability Discovery Tool How to use one for organisational capability building
- 2. What is capability discovery? Capability discovery is a process to ensure that capabilities are mapped to the right job roles, job families and business functions. A capability discovery tool assesses the capabilities an employee possesses against a defined capability framework.
- 3. How does it work? A capability discovery tool process starts with employees or managers answering questions about their own or a team member’s individual performance. Users will typically select a certain number of capabilities to assess from an entire suite of organisational capabilities. This is usually done to support a specific development track.
- 4. How does it work? At the end, a personal report is created. Depending on your organisation’s intent for the tool, these reports will provide an overview of the individual’s competency levels across several chosen capabilities. Many organisations offer free resources with suggested next steps for development, too.
- 6. 1 -- It enables employees to self-assess their current capabilities and competency levels against organisational standards.
- 7. 2 -- It offers business leaders and decision makers insight into the accuracy, maturity and availability of organisational capabilities – optimising prioritisation.
- 9. 1) Tie to strategy • Before implementing a capability discovery tool, it’s important to consider why it’s needed and the expected benefits. Essentially, you’re looking for a business impact to be felt from introducing the tool. • The person responsible for the tool should provide relevant resources to users/managers and design messaging for stakeholders.
- 10. 2) Design assessment • Discovery tools use reflective questions and statements for assessment, which can be pulled from existing performance indicators in the capability framework or created as scenario- based questions. • Most tools enable assessment at different levels of competency and utilise a scale from ‘needs development’ to ‘exceeds expectations’.
- 11. 3) Provide support • After the assessment, it’s important to offer clear courses of action and resources to employees or managers. • The report generated should provide suggestions for development under each performance indicator assessed. • Additional resources can include guides on how to use a personal report in meetings, job design aligned with capability profiles, succession plans with capability assessments and personalised capability development plans.
- 12. You can learn more about this topic by checking out the full article: https://acornlms.com/enterprise-learning- management/capability-discovery-tool