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Protect your organisation against industry change with a capability assessment
Regularly performing capability assessments gives you an understanding of your current and potential employees' abilities
There are two key types of capability: Business capability and employee capability. Business capabilities are abilities, tools, processes and knowledge an organisation possesses to deliver on products or services. Employee capability refers to the skills, knowledge and behaviours of an employee allowing them to perform their job.
Understanding both is critical and best visualised by a capability assessment. A capability assessment ensures organisations aren't walking blindly into any workforce planning, L&D, or professional development activity.
"Regularly performing capability assessments gives you an understanding of your current and potential employees' abilities" said Blake Proberts (CEO and Co-Founder). "It highlights development areas that can push your business toward achieving strategic goals."
Undertaking a capability assessment correctly means outlining the strategies and actions required to build the skills, knowledge and behaviours an organisation needs.
An assessment can generally be completed in three steps. Begin by identifying the capabilities that will help achieve business strategy. Next, evaluate the assessment – gauging the maturity of each identified capability. Lastly, analyse the results and review to identify areas of improvement.
A capability assessment tool is designed to rate company or employee performance in industry-specific capabilities. It's important to remember that the capabilities an organisation needs are specific to that organisation alone.
You can read the Acorn experts' full article elaborating on capability assessments on Acorn Labs: https://hubs.ly/
Pursuit Technology is one of Australia's fastest growing HR technology companies. Pursuit, via Acorn LMS, takes a different view to strategically enabling HR and L&D teams compared to traditional providers. Rather than focusing on analytics after learning experience, their products use workforce planning and capability frameworks prior to any learning. By linking to a company's strategy, Pursuit products can inform organisational capability gaps and suggest education, deliver this education, then measure the impact – proving business impact by the HR and L&D team in a quantifiable way.