DSK Autobahn (Websoft HCM (formerly WebTutor))

2024: Job Profile, Knowledge Map and Staff Assessment

How to obtain valuable data on the formation of professional competencies of employees and predict the success of personnel achieving the goals and objectives of the position.

The company has been Autobahn building roads for decades. This is one of the largest construction holdings in, Russia includes 9 construction departments, 3 production companies. The professional core of the company is more than ten thousand employees.

Why is an assessment key and how are its results analyzed and used in the company?

Tells Strygin Valeria, JSC "DSK" AVTOBAN "

Context

We work in rather tough conditions, there are both external and internal restrictions:

• external - acute shortage of technical and technical staff and mobile management personnel, insufficient practical skills among graduates of educational institutions;
• internal - rotational mode of operation away from infrastructure and in different time zones, dispersal of construction departments and rotational camps throughout the country, constant relocation of people to facilities.

At the same time, there are high requirements for the quality and timing of work and the constant introduction of innovative technologies, materials and business processes.

Tasks

• increase the speed of professional training;
• Provide targeted training in areas with a low level of competencies that are critical to the performance of production tasks.

The assessment is necessary for us to:

• see development areas - specific competencies to focus on
• determine the gap between the requirement for the regulatory level of competency formation and the current level
• answer the question of what exactly to do, what exactly to teach

Decision

We need assessment reports that contain and clearly show all the necessary information and that the heads of departments can easily and quickly understand and apply to the development of employees.

What they faced

Standard reports do not show the information we need. Even if the test result is not just a general average score, but is decomposed according to competencies, then the gap remains incomprehensible and it is unclear what the manager needs to do:

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Фото: Websoft

What they did

The first step we took - competencies tied to specific functions of the employee.

The following report appeared:

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Фото: Autobahn

An employee has a function such as Production Planning.

• In this report, we already see what competencies it consists of.
• There is a color indication of risks. If the function is green, then there are no risks. If it is highlighted in a different color, it is clear that this is a direction for the organization of training and development of the employee.

In this report, competencies are no longer just a list - they are embedded in functional responsibilities and demonstrate an area of risk or area of well-being.

This version of the report was not final for us. We finalized it as follows:

• added a description for the manager
• added a scale
• added requirements to the norm showing what is considered the required level of competence formation.

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Фото: Autobahn

What it takes to arrive at such reporting

• We wanted to make the most of the boxed solution, but we didn't have the ability to add employee functions. We did not refine anything and used the "Qualifications" section to organize functions.
• We already had a packed base of test questions for positions.
• It was necessary to establish the first important link - between competencies and test questions:

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Фото: Autobahn

• The second link is that the knowledge map must be linked to specific functions of employees.

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Фото: Autobahn

How was this functionality used to solve the problem of assessing professional competencies by testing?

We needed to quickly implement professional testing of ITRs of different levels:

• term - one month
• number of positions - approximately 100 +
• about 10,000 questions that were stored in Excel at the time of this project
• the time to take one test with all the necessary links manually is 6-8 hours

We have contacted the PTC (Advanced Technical Support Websoft). Together with the Websoft team, they wrote an agent that fills in all the necessary objects in the system:

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Фото: Autobahn

We independently carried out preparatory work - we reformatted the data download template for processing by the agent and loaded it into the system.

How the agent works:

• Loads the test questions into the question database, into the corresponding sections of the catalog by positions
• Loads competencies.
• Generates knowledge map values, establishes a link between competencies and test questions
• Creates a catalog of employee functions and establishes a link between function and competence through a knowledge map

What Websoft HCM tools are used to generate the report

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Фото: Autobahn

What is the result

• In one report we see: all areas of risk - by specific functions, gaps between how it is and how it should be. We can determine which competencies require development and in which functional areas it is necessary to reduce the level of risk of poor-quality performance of work tasks by an employee.
• We received a report that allows us to draw conclusions, and not ask a lot of additional clarifying questions about the data provided.
• Reduce time costs. The agent runs for one test with all the necessary connections - up to 5 minutes. They removed the huge pain of manually transferring data to the system.
• We now use the same processing logic when evaluating training outcomes. We conduct testing before and after training, we see whether we managed to reduce the risks, whether the level of knowledge on the competencies for the development of which the training was carried out has changed, and, based on the results obtained, we build further work on the development of the employee.

An example of using a report to assess knowledge before and after training:

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Фото: Autobahn