69% of learning and development professionals say that talent is the number one priority in their organizations. 90% of executives believe that learning and development programs would help close the skills gap – yet 50% of learning and development professionals are challenged to get their employees to make time for learning and development.
Sure, there’s a plethora of talent assessment tools on the market that claim a range of benefits. Ranging from work samples and simulations, cognitive ability and problem solving tests, personality tests, structured vs unstructured interviews, skills assessment surveys to skills and competency mapping frameworks. So why is it difficult for organizations to get employees to make time for learning and development? I believe it’s because of the way organizations are assessing their employees’ skills.
THE ROLE OF ASSESSMENT TOOLS
I am not convinced that learning and development professionals or executives truly put themselves in the ‘human emotion shoes’ of their employees to fully understand the skills they feel are important to develop and then subsequently demonstrate through the required learning and development programs. And I believe this ultimately comes down to the talent assessment tools lacking the ability to truly understand how human emotions impact the assessment process and the learning and development motivations of those being assessed.