November 10, 2017

A skills matrix refers to a set of evaluations that allows leaders and managers to identify areas of strength and weakness in a team or workforce. It helps them to compare the competencies of employees based on their skill level and the roles they perform. It is also useful for identifying employees with critical skills needs through gap analysis. Ability4 offers a highly advanced and customisable skills matrix.

How to use a skills matrix

First, you’ll want to make a list of all the roles in the organisation and the competencies for each individual role. The roles should then be matched with each employee. Determine the code to use in the matrix to show the skill level or training needed. For example, different colours or symbols may be assigned. Using the chosen code, fill out the matrix for each person to show his or her current skills and the skill gap. Finally, identify areas of need and opportunities.

Definition of important terms

Competency refers to the behaviours or technical attributes that employees must possess or acquire in order to effectively carry out the assigned tasks.

Succession planning refers to the process of preparing the future staffing needs of an organisation through the identification of critical roles and the development of potential employees who can accomplish those roles.

How to classify skill levels

  • Untrained: This is a classification of employees who have no experience with the task in question.
  • Learner: This refers to employees being taught the skills to carry out some roles.
  • Practitioner: This refers to those employees who can carry out the skill or task to the required standard without assistance.
  • Developer: This refers to those who can improve the skill to the correct quality standards.
  • Coach: This refers to an employee who has the skill of a developer but is also capable of training others to carry out tasks to the correct quality standards.

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