How to use the ASK model to evaluate employee capacity
The ASK model is a very effective and popular human resource assessment model today. Many businesses have successfully applied this model in evaluating employee capabilities. So what is the ASK model? How to use the ASK model to evaluate employee capacity? Let’s find out more clearly with Smart Solutions For Business Company Limited (S4B Vietnam) in the article below.
1. What is the ASK model?
The ASK model including Attitude – Skill – Knowledge is one of the most commonly used models today to evaluate employee capacity with three main factors: attitude, knowledge and skills. This model is developed based on the fundamental ideas of Benjamin Bloom (1956). You can use this model to apply to both recruitment candidates and employees within the organization. Accordingly:
- For candidates, this model helps select people with suitable expertise for the vacancy and evaluate and rank candidates.
- For employees in the company, the ASK model helps classify employee levels according to qualifications, attitudes or skills and make wise decisions in management, appointment, job division and rewards.
The ASK model helps build onboarding and internal training roadmaps within businesses
2. How to use the ASK model to evaluate human resource capacity
2.1. Evaluation based on Attitude – Attitude
Attitude is the first factor in the ASK model, a factor that helps determine an employee’s personality and working style. Evaluating personnel based on attitude focuses on the following 5 levels:
- Positive: Employees have a positive attitude, always strive to complete their best work, and find ways to solve problems professionally.
- Not positive: Employees have a negative attitude, do not make efforts to find ways to solve problems professionally, and easily give up before achieving their goals.
- Conflict: Employees have a conflictual attitude, often argue and do not accept other people’s opinions.
- Laziness: Employees have a lazy attitude, do not want to complete work professionally and often procrastinate.
- Unreliable: The employee is unreliable, frequently fails to complete work on time or performs work unsatisfactorily.
2. Assessment based on Skill – Skills
To evaluate the second factor in ASK, you can consider the following levels to evaluate:
- ● Highly Skilled: This is the highest level of this factor, representing that the employee has incredible mastery of specialized skills.
● Proficiency: Significant proficiency, with the ability to perform the job effectively based on the skills the employee possesses.
● Practice: The employee has had good practice with the skill, but has not achieved proficiency with the skill.
● Developing: The employee is actively developing skills and has the ability to improve and learn to get better at those skills.
● Beginning: This is the lowest level of this element, indicating a new beginning in accessing and developing skills in this element.
3. Assessment based on Knowledge – Knowledge
The final element in the ASK model is evaluating employee knowledge and abilities. Similar to the above two factors, to evaluate capacity, you will also need to pay attention to different levels. These levels include:
- Expert: Employees with the ability to understand and evaluate complex problems and provide correct and effective solutions.
- Good knowledge: The employee has extensive knowledge of the field of study or work.
- Basic level understanding: Employees have basic knowledge about the field of study or work.
- Limited knowledge: Employees only have a certain amount of knowledge about the field of study or work, but not enough to make the right decisions.
- No knowledge: The employee has absolutely no knowledge about the field of study or job.
If you already have an ASK model to filter CVs, take advantage of it as an evaluation criterion during the interview round.
4. Benefits of using the ASK model for businesses
4.1. Screening candidates for recruitment
Evaluating the ASK model based on candidate capabilities will help the human resources department screen potential employees to serve the company’s development. Human resources departments can use this model to come up with a list of requirements related to knowledge, skills, and attitudes that employees need to meet.
4.2. Evaluate personnel capacity
For businesses to develop sustainably, talent is indispensable. Not only used when recruiting, the ASK model can also be used to evaluate employee performance in quarterly or annual reviews.
4.3. Develop Onboarding process and internal training program
Using the ASK competency assessment model is to determine the requirements and competencies needed for the job. This will help the HR department plan training and education so that employees can achieve those competencies. In addition, if employees clearly understand what the company is asking for, they will easily “absorb” the training program and grasp the job faster.
Smart Solutions For Business Company Limited (S4B Vietnam) hopes that the above information is useful, helping you and your business better understand the ASK model and how to apply the ASK model to your business. You can visit S4B Blog to see more articles on human resources and recruitment topics. For support on human resources solutions, please send a message for immediate advice.
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