Prepare a Skills Matrix Human Resources

Prepare a Skills Matrix Human Resources Part 1
Developing a Skills Matrix is not a difficult task. It is definitely a highly effective tools for determinging the training needs of an organization. This is easily reviewed and updated.  All the team members skills are presented in a Matrix (Chart).

Features of the Skill Matrix are given below.

• Review the skills and competences required for roles within the team
• Assess training needs
• Identify gaps in skills within the team
• Build commitment to the development of new skills

A Skills Matrix is a table that clearly shows the skills held by individuals in a team, and the skills gaps within a team. Key steps in preparing a Skills Matrix and to get the most out of your Skills Matrix you will need to

• Identify the job roles in your team
• Review and code standards of performance
• Assess the requirement for on-the-job training.

1. Identifying job roles
List your team members in the left-hand column of the blank proforma. Identify up to 8 key tasks or roles that your team must fulfil to be effective and achieve its goals. It may help to
use the following tips:

• Ask yourself and your team “What are the main things that individuals in the team have to be able to do?”
• Refer to Job Descriptions for the team.
• Use National Vocational Qualification standards (NVQs) to help compile your list. The standards are a helpfulstarting point, which list the key skills required to operate in a wide range of business areas.
• Consider new tasks and skills that may be required of your team in the near future.
• If it becomes too complicated, break the job roles down into some key areas, and create a Skills Matrix for each.

2. Coding and standards of performance
Use a coding system to show who has the skills required, and who requires training. There are a number of ways of presenting this on the matrix. The most simple is to place a cross in the relevant box for those who can complete the task, and leave a blank against those who cannot.
Alternatively you could use a colour coding system where:
Red = No skills in this area
Amber = Partly trained in this area
Green = Fully trained in this area.

3. Assess the requirement for on-the-job training
You are now in a position to see what requirements you have for new skills to achieve your team objectives.
You can update training as it is completed by each individual and keep track of progress. The maximum number of people required to be able to complete a skill may vary, and will affect your requirement for on-the-job training.

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A young executive was leaving the office late one evening when he found the CEO standing in front of a shredder with a piece of paper in his hand.

"Listen," said the CEO, "this is a very sensitive and important document here, and my secretary has gone for the night. Can you make this thing work?"

"Certainly," said the young executive. He turned the machine on, inserted the paper, and pressed the start button.

"Excellent, excellent!" said the CEO as his paper disappeared inside the machine. "I just need one copy."

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