What is the difference between a Skills assessment and a Skills audit?

Applies To:

You would like to learn about the differences between a KnowledgeSmart Skills assessment and a Skills audit.

The KnowledgeSmart platform has a Skills assessment component, a general Survey component, and a Skills audit component.
There are various use cases for each platform function.
Skills audits capture a subjective user and manager rating based on their understanding of knowledge and experience.
Skills assessments offer an objective verification of competencies and combine both knowledge-based and task-based questions.

Subjective User and Manager Skill Rating	Knowledge-based and Task-based questions.
Quick to complete and keep updated (10-15 mins)	Can take between 30 mins to 90 mins to complete.
An understanding of the skills required and gaps the organization currently has.	Answers are objectively assessed.
To identify innate abilities and attributes that are flexible and can be used across different job roles (soft skills, managerial skills, leadership skills).	Used to validate skills stated on CV’s/resumes.
A targeted analysis of development needs.	To evaluate current employees for different roles.
A listing of people who need development.	To identify employees with high leadership potential.
Data that can be used for purposes such as internal selection.	To compare talent within an organization against industry or geographical benchmarks.
Information that can be used for dynamic succession planning.	To understand talent strengths and gaps.
To demonstrate an audit trail of dynamic skill progression for compliance or project bids.	To develop employees’ long-term value.
Information to use in targeted development work groups in Pinnacle Series.	To enable personalized learning.