<i>Dear Workforce</i> How Do We Assess Informal Workplace Learning
July 29, 2005
- Ensuring objectivity and accuracy in your hiring and promotion decisions (selecting the right person for the right job)
- Assessing informal learning and experience when determining an internal candidate's readiness and ability to assume a new position
- Attracting new qualified workers to a remote community
Competencies. These are the clusters of behavior, knowledge and skills that are related to job success or failure.
Experience (i.e., job challenges or preparatory experiences). Examples include functional knowledge like accounting or information technology; sales experience; carrying an assignment from beginning to end; implementing a major organizational change; developing and implementing a plan to cut costs; negotiating agreements with other organizations; and so on.
Motivations. This refers to a person's likes and dislikes pertaining to the job (measured as organizational fit, job fit and location fit). These ensure that you consider the extent to which your company's location, mode of operation, and values and the specific job activities/responsibilities are consistent with the candidate's preferences and factors that provide personal satisfaction.