Skills assessment (SA) is a tool commonly used by CDPs in Europe, but also in Quebec and elsewhere in Canada. In this study, Michaud and Savard wanted to adapt the approach to put skills development at the forefront of career development intervention, by creating and evaluating a skills assessment and development process (SADP) in businesses. This tool also allows the employer to be included in the career development intervention process, thereby modifying the alliance between the CDP and their clients by including a third party.
Michaud and Savard conducted a 12-month study involving the distribution of three questionnaires, a series of interviews with employees, CDPs and employers, and the analysis of video recordings of meetings between CDPs and their clients. Based on this data, the authors were able to assess the effects of the SADP on people’s self-efficacy, job retention, and self-esteem. The study also identified seven successful interventions as part of the SADP in a corporate setting.
The results show a significant improvement in the self-efficacy following the SADP. More specifically, the study notes a significant increase in the ability to mobilize oneself to carry out an action plan or project related to skills development, which has a positive influence on job performance. Michaud and Savard noted, however, that accessibility to information on skills development is an obstacle encountered by many small- and medium-sized enterprises’ (SME) employees, undermining their overall sense of effectiveness.
Job retention involves the employee’s use of coping strategies to ensure they do not suffer from a mismatch between skills and work that could lead to burnout or obsolescence. Results show an improvement in job retention management in the months following the SADP. In-depth study of the results revealed that the process even improved employees’ overall quality of work life (including better task management and interpersonal relations).
Results also show an improvement in self-esteem. The SADP therefore is positively related to the abilities to adapt to pressure and make decisions related to career development, qualities closely linked to greater self-esteem.
The data analysis identified seven effective interventions to include in the SADP in businesses:
- Explore professional and personal history to identify the skills acquired.
- Validate the person’s perception of their skills development.
- Create a skills portfolio.
- Find and understand the information needed to develop skills in one’s unique context.
- Understand the tensions related to the skills developed or to be developed.
- Identify, clarify, and validate a skills development project.
- Develop an action plan for skills development.
These interventions have been shown to be effective in improving self-efficacy, job retention, and self-esteem of SME employees. Michaud and Savard’s study thus offers an interesting guide for CDPs seeking to encourage skills development in a work context.
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