With an intellectual asset development system however, supervisory personnel are asked what skills their organization needs to reach their goals. And no one even needed to mention training during this process. Documenting training needs is an outcome of the system, not the result of it, thereby producing better results. Employee skills can be assessed by a variety of methods, some more accurately than others. The more common approach is through testing employees for job skills and knowledge.
More advanced tests judge multiple skills with one test.
Over time, when linked with specific learning events, the results from these tests are used not only to judge the effectiveness of the tests themselves and the learning events, but more importantly, to predict the skill outcomes expected from the learning events to build individual career development plans. Learning events are assessed by evaluating the results of students tested after taking the course. The more students evaluated, the more accurate the assessment of the learning event. This is especially more valuable when comparing the results of pre-testing and post testing and calculating the correlation that the learning event has on the skill outcomes. In a similar manner, other variables can be assessed.