Why A.S.K.?

What is A.S.K.?

ASK or Attitude, Skill and Knowledge are a person’s competency to efficiently do his or her work.

Why A.S.K.?

 Talent Management means to enable the resource to utilise his potential/talent to perform his functions in the form of his role and responsibilities. To do so, he requires certain knowledge, skill set and behavioural traits that form his talent: his work efficiency to function effectively in his job role.

For instance, a Feet-on-street (FOS) Sales Executive requires the following competencies to successfully execute his job of selling a product:

Attitude: Positive attitude, amiable/friendly and impressive interpersonal skills, emotional intelligence: assertive, diligent, proactive, self-disciplined- self-motivated, industrious, team worker

Skills: Negotiation, Persuasion, Skilling, Communication, organising

Knowledge: of the organisation that owns the product and its policy, the product, the competition, the area or locality of his target customer, his target customer(s) profile

A person or resource, when hired as FOS Sales Executive, is assessed on his competencies (ASK) to fit the job profile. Any initial gap like, the knowledge of a product, the organisation, policy, et al is taken care of through his orientation/induction to the organisation. He is considered to be work-ready.

The sales executive is expected to achieve his target of selling the product. In case he is unable to achieve his performance objective of making the target sales, then his performance can be assessed by analysing the performance gap based on performance criteria his current level of competency (ASK) and an expected level of competency.

Once the gap is identified, then appropriate Learning and development support along with job aids, tools, and kits, coaching and mentoring support is provided to improve his performance.

Therefore, ASK (competency mapped) provides a holistic approach to talent and performance management:

·         It helps to clearly define the competencies required for a job role and helps to make a perfect or near match hiring of talent.

·         It helps to define the performance metrics and make a proper and clearly measurable assessment of a person’s level of competency(ies) and his performance

·         It helps to study and analyse the gap in the current level of competency and the expected level of competency so that holistic learning and development solution along with coaching and mentoring support can be provided for performance improvement.

·         This also helps to identify and map the competencies according to job roles at various functional levels of the organisation in order to align it to the organisation’s vision and mission.

·         Therefore the entire talent development and performance management process is transparently streamlined.

·         This makes such assessment tools as 360◦ feedback more effective for the improvement of the work environment

·         This effectively helps In succession planning

·         This helps to take care of workplace challenges like work stress, demotivation, attrition, etc.  

·         This helps the resources/talent to define their career goal/objectives and plan to achieve it.

·         Above all, this form of talent management helps the organisation to orient its internal work environment and strategies to address the market dynamics. For instance, if new technology needs to be adopted to address any need in the market then it can be done easily with the optimum use of talent through this form of talent management.

A.S.K. can also be used to design a school curriculum to teach life skills to the school students. That can subsequently help to bridge the skill gap that the school and college graduates face when they are identified as “Not Work Ready” or “Not Skilled Enough” for employment.  A.S.K. can help align the academic learning objectives to not only be educated and effectively skilled citizens of a country but also of the planet Earth.

Therefore A.S.K. and RAISEC are an integral part of talent or potential development and management:

Also Refer To:

• Skills Inventory
• Competency Mapping