ASK model is often used to assess the employee's competence, including attitude, skill, and knowledge. How to apply this model effectively? How can employee performance be assessed with this model? Let's learn more about this model with Viindoo software through the article below.
What is the ASK model? Example of ASK model
ASK model was created in 1956 by a psychologist named Benjamin Bloom to standardize the process of evaluating employee performance. ASK capacity assessment model is based on three groups of standards that constitute the competence of employees in an enterprise, including Attitude, Skill, and Knowledge.
- Attitude: This factor shows the employee's attitude and ethics at work as well as how the employee reacts to the events that occur in the working process at the enterprise. For example: honesty, sociability, etc.
- Skill: This is an element that demonstrates the employee's ability to transform their own knowledge into useful skills at work. In addition, enterprises can also guess what soft skills their employees have through extracurricular activities that employees have participated in. For example: leadership skills, communication skills, etc.
- Knowledge: This is the factor that creates an individual's thinking capacity based on his/her own understanding. We can gain knowledge through education and training programs or through work activities. For example: basic knowledge, specialized knowledge, foreign languages, etc.
The ASK model includes three criteria: attitude, skills, and knowledge.
Usually, in recruitment sessions or in year-end reviews, businesses will create an assessment checklist based on 3 factors of ASK model. The purpose of this is to determine whether employees meet common standards for competency framework, culture and development needs of the company.
A typical example of applying ASK competency model in marketing:
- Knowledge: Specialized knowledge of marketing, foreign language skills, etc.
- Skill: Problem-solving skills, creativity, thoughtfulness or soft skills such as communication, teamwork and other secondary skills such as design, content writing, etc.
- Attitude: Focus on details, calm and eager to learn new things.
>>>> See More: 9+ Effective employee evaluation sheet for business
The importance of applying ASK model in business
For Businesses, ASK competency model plays a huge role in supporting human resources department in recruitment and employee management. The benefits include:
Candidate screening for recruitment
The assessment of candidate's ability based ASK model will help HR department screen out potential employees for the company's development. The HR department can use this model to make a list of requirements related to knowledge, skills, and attitudes that employees need to meet. From there, businesses can choose the right candidates quickly, saving time instead of having to interview each person.
In addition, the introduction of competency requirements for the vacancy will also help candidates better understand the company's culture and thereby opt out candidates who are not suitable in the first place. For example, when recruiting accountants, businesses need to specify that the candidates must have problem-solving skills or experience in tax and insurance-related fields.
Using the ASK competency triangle model helps employers screen suitable candidates.
Evaluation of candidates during the interview process
In addition to using ASK competency model, recruiters can also use the three criteria during the interview process to screen candidates again. Building an overall evaluation model will contribute to increasing fairness for candidates in the interview process.
Businesses often evaluate candidates on a scale of 1 to 5, thereby selecting suitable ones. When using ASK capacity assessment model, businesses are able to standardize their recruitment process according to international standards. This allows the company to be exposed to human resources of diverse cultures, races, etc.
The ASK competency triangle model helps to evaluate candidates more fairly
Evaluation of staff capacity
For businesses to develop sustainably, committed talents are indispensable. Not only used when recruiting, ASK model can also be used to evaluate the performance of employees in quarterly or annual evaluations. These assessments will be the basis for alterations in benefits and promotion.
This model is used to evaluate the performance of employees in the evaluation period.
>>>> See More: What is a 360 degree review? Method implementation process
Onboarding process and internal training
The use of ASK capacity assessment model is to identify the requirements and necessary competencies for the job. This will help the HR department plan the onboarding and training so that employees can achieve those competencies. In addition, if employees clearly understand what the company is asking for them, they will be easier to “absorb” the training program and grasp the job more quickly.
The model helps build the onboarding process and internal training plan.
>>>> Learn Details: What is Onboarding? Effective onboarding implementation process
Evaluation of the training process
Normally, when companies offer training programs, they will focus mainly on knowledge and skills, while employees' attitudes at work are rarely noticed. ASK Competency Model will help businesses assess what standards are lacking in training programs based on three core criteria.
The model helps businesses evaluate the effectiveness of training programs.
How to evaluate employee capacity using the ASK model
Assessment of attitude
Businesses can rate their employees on a scale of 1 to 5 with the following criteria:
- Score 5: Employees are progressive and eager to learn. Always interested and always ready for company training courses.
- Score 4: Employees always try to learn and are determined to develop.
- Score 3: Employees pay attention to the training program and strive to acquire more knowledge and improve skills.
- Score 2: Employees are not interested in the training program.
- Score 1: Employees have neither intention of participating in training nor development orientation.
Assessment of skills
For skill, businesses can rate employees on a scale of 1 to 5 with the following criteria:
- Score 5: Employees possess excellent skills for the job, and always bring good results in the working process.
- Score 4: The employee masters the skills to a good-enough level to complete the assigned work.
- Score 3: Employees have the ability to apply the skills on the job.
- Score 2: Employees are not too skilled but make an effort to learn and grow.
- Score 1: New employees begin to learn skills.
Assessment of knowledge
For knowledge criteria, enterprises can evaluate employees according to the following 5 levels:
- Score 5: Employees can thoroughly understand the entire content of the training program.
- Score 4: Employees have sufficient knowledge to answer questions fully and reasonably.
- Score 3: Employees have enough knowledge to answer questions but not too clearly.
- Score 2: Employees have knowledge but cannot answer questions during training.
- Score 1: Employees hardly possess specialized knowledge.
The content of the above article has provided complete information about ASK model, as well as how to apply this model to the company's capacity evaluation period. Viindoo hopes that businesses can build for themselves a standard and highly effective employee competency evaluation scale based on the ASK capacity model.
FAQs
Can ask models be used with deep learning models?
Yes, ask models can be used with any type of machine learning model, including deep learning models.
How many samples should I label using an ask model?
The number of samples needed will depend on the complexity of the task and the desired performance. It is important to balance the cost of labeling with the benefits of improved performance.
Are there any limitations to using ask models in machine learning?
There are a few limitations to using ask models in machine learning:
- Expert Availability: Ask models require human experts to label the selected samples, which can be time-consuming and expensive.
- Bias: The selection of the most informative samples may introduce bias into the training data, which can impact the performance of the model.
- Dependency on Query Strategy: The effectiveness of ask models is highly dependent on the choice of query strategy. Choosing an ineffective strategy can lead to poor performance or slow convergence.
Despite these limitations, ask models have proven to be a valuable tool for improving machine learning performance in many real-world applications. With careful consideration of the trade-offs involved, asking models can help you achieve better performance with less labeled data.
