So how do you evaluate your employees’ knowledge, skills, and abilities?

My Post (15)Employees’ professional profiles are primarily the sum total of their knowledge, skills, and abilities – often abbreviated simply to KSA. But how do you evaluate your employees’ knowledge, skills, and abilities in practice? And what tools are available to help? Here’s how to do it!

KSA explained

The abbreviation KSA stands for knowledge, skills, and abilities. They form a major part of an individual’s personal and professional profiles.


Knowledge is primarily theoretical in nature. If you’re knowledgeable about a certain subject, then you’ve acquired a lot of facts and mastered the concepts and theories underlying the topic in question. We usually gain knowledge from information sources such as books, journals, internet, or traditional classroom-style courses and lectures.


Skills are primarily more ‘practical’ in nature than knowledge. They’re rooted in knowledge, but are generally acquired by means of training courses and work experience. A skill is the ability to perform a certain task or role competently and relates to application of knowledge in a particular situation or context.


Abilities are very similar to skills in many respects. However, there are important differences. An ability is broader – a combination of knowledge, skills, attitudes, and other personal traits.

About KSA

The sum total of knowledge, skills, and abilities define a role or job title. Does a candidate or employee have the right KSA combination for a specific opening? Using the KSA model, you can see quickly and clearly if the right person is in the right role/job.

The US government still regularly uses the KSA concept, especially at a federal level, to recruit suitable staff, using a scale from 0 to 100. A score of 70 is generally a minimum requirement to be eligible for a job opening or role.

Nowadays, the model is primarily used to map and analyze the success of, and necessity for, a particular training program. In other words, a useful tool for identifying potential skills gaps and finding concrete solutions.

How to evaluate knowledge, skills, and abilities

You can evaluate each of the three KSAs, assuming you have the right tools and adopt the right methods. It’s high time we looked at exactly how to evaluate these three components. – Read more

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Communication Is The Key Through Any Crisis

My Post (12)With COVID-19 rampaging through the world, most of the organisations have called it an emergency and have asked their employees to work from home. But are we ready to tackle such an emergency? Do we know what to do, in the face of such a situation?

The answer is pretty simple. If all companies put strategies in place in terms of crisis communication, that’s all we truly require. The key is to communicate early and often, throughout the sticky situation. During such an emergency, most of us are constantly trying to understand the extent of the crisis. Look at the situation with understanding. Put yourself in your employees’ shoes to comprehend their apprehension. Then you will be able to handle the situation with clarity and ease.

Create a crisis communication team:

Identify one person who will be in charge of creating, developing and implementing a crisis communication strategy. This person will be in charge of responding to emergencies, create an emergency management team and handle everything about the crisis.

Have a centralised communication system:

Since most of the employees in organisations are working remotely, it’s important to be able to instantly communicate at all times. Create a communication tree and centralise the communication process. Be it on an HRM software, Skype, Slack, Hangout or any other platform, make sure that all employees are well connected.

Identify a meeting spot:

Be it a physical or virtual location, make sure you identify a spot where your team can gather for discussions. In the face of an emergency, it’s important to know where you and your team can come together to discuss how to proceed with things as well as keep up the communication. – Read more

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3 Factors To Remember When Setting Employee Goals

My Post (19)Goal setting is one of the most important aspects of employee performance management. But do you think that employee goals are effective enough for your organization to achieve success? Well, goals give us a sense of direction and motivation but they do not always lead to success because of not being effectively set.

If you are planning on improving your company culture and increase your team’s productivity using employee goals, then OKRs are the best way to do it!

Objectives and key results (OKR) is a popular goal management framework that evolved over time. You can set goals, oversee them and track employee progress using OKRs.

OKRs help you understand the following things about your goal and its results:

  1. Clear Idea – OKRs give you a proper understanding of what you are planning to achieve.
  2. Concentrate – OKRs help you focus on the right aspect of the goal. It shows you the right direction and makes you ask yourself constantly if doing something brings you closer to accomplishing your goal.
  3. Collaborate – With cascadable/ shared OKRs, employees can collaborate with each other and work on different key results for the same objective. So OKRs also drive team work.

We have understood why using OKRs for goal setting is important but the question still remains, how to set strong and effective goals for your team? To help you answer this question, remember these three factors.

Directional Objective

As a manager, it is quite challenging to think from the perspective of each team member and come up with an objective. Understand if the objective actually gives you a proper understanding of what you should do. An objective tells you what you should do and a key result tells you how to do it. It is important for your employee objective to be directional.

Ideally, you should be able to modify goals in the long run. Because, in the process of achieving a goal, the employee and manager might suddenly find that the objective of the goal needs to change. Or that they might need to add other objectives to the goal.


An OKR cannot be long and confusing. Make sure that the OKRs of your employees are simple, brief and direct. Always remember to give the objective shorter time span. Having long-term goals can be helpful but not as much as having smaller goals which are bound to time.

It is very important to have OKRs that are measurable over time. Being able to measure your OKRs helps you find out if you have reached your goal or not. Measuring unquantified objectives is subjective and your employees should opt to have a one on one meeting with their managers to understand their progress on unquantifiable objectives. – Read more

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