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Hi, I need to make a Skills Matrix i.e. list of skills available in my organization. I have rough data of employees skills... just stuck... how to go ahead.. Can anyone help me with list of Broad classification of skills. Please suggest.
From India
Dear Sir,

Your already half way through, you can filter these employee skills that you have collected from the data and come up with a list of core skills or competencies and present it to the management obtain approvals for it, you might find that the following competencies/ skills are required to be available in all the employees

•Time Management

•Self development

•Communication skills

•Self motivation


•Problem solving

•Team Working





The level of these skills vary from one position to another and you need to group them i.e. administrative, technical, managerial, soft skills

You also have competencies which are job related that means each job has its own set of skills required for its performance in addition to the core competence agreed by the management.

On the other hand do search this cite on materials regarding skills and competence.

Do refer to this cite which I find very inspiring on how to group your competencies

If you wish send me your raw data and I would be more than glad to help on it


From Oman, Muscat
Dear Dhara Mirani,
I furnish a reply assuming that you are talking on Technical skills. A sample multiskill matrix is furnished below
Open up an excel sheet.
Turning Milling Fitting
1. Ravikant 0 3 1
2. Ramesh 3 2 0
3. Selvam 2 0 3
0 - He does not have the skill.
1 - He can do but needs training
2 - He can do very well.
3 - He can do very well, teach & train
From the above Ravikant can teach Ramesh and Selvam on Milling.
Likewise it is your aim to bring most the employees to level 3, but even if you succeed in bringing them to level 2 you have achieved high level of multiskilling.
But before starting multiskilling you need to finalise the faculty (level 3 employee), course content (theory and On the Job Training) and duration so that the training is effective.
The evaluation post training is also crucial.
Trust matter is clarified. In case of any query please revert to me.

From India, Madras
Hi Kannan,
Jus a clarification. I had done a similar project with a similar rating scale. While on a discussion with my supervisor, he asked me why i had chosen 4 point scale and not 6. I couldnt provide him a convincing reply. Could you give some clarity on that
Jayesh M

From India, Bangalore
Obviously, each organisation is going to have different skill sets that they will require. Normally, skills would be derived from a task analysis from within your organisation for current and future skill/task requirements. They would then be transposed into a set of competencies/skills from which one creates Job descriptions and hopefully find someone to fullfill all competencies required. However, most people will only perform 75% of their job description and the remaining 25% is generally what they prefer to do and not what they are hired to do.

When compiling a skills matrix it will be more beneficial to break down the skills in to closed questions; Instead of Time Management (for example 2 for Harpreet and 1 for Pradeep) which will be meaningless for any future use of this data i.e. for project deployment, retraining, coaching or mentoring.

Time Management
Completes simple tasks as expected for level X supervised
Pradeep - Yes
Harpreet - Yes
Completes simple tasks as expected for level X unsupervised
Pradeep - Yes
Harpreet - Yes

Completes complex tasks as expected for level X supervised
Pradeep - Yes
Harpreet - Yes
Completes complex tasks as expected for Level X unsupervised
Pradeep - Yes
Harpreet - No

This form of enquiry is more objective (Using a Specific, Measurable, Achievable, Realistic and Time based (SMART) construction) and will give you valuable feedback about staff performance. In this example Pradeep (should) be trusted to provide mentoring to Harpreet for future complex projects or can be deployed for a project lead position (as long as they fulfill the other competency requirements).

This Skill matrix should be a dynamic database and should be updated weekly (if possible). I think staff should be informed of their perceived skills and also their competency gaps, so that they have an opportunity to better themselves.


From India, Delhi
hi , Can anybody guide me how can i prepare the organigram of the organisation. Thnks Divya

Dear Jayesh,
The legend is prepared based on the analysis of the job.
The more the rating scale the more the evaluator will find it difficult to administer it. For each point in the rating scale there is a standard set of assessment criteria and the scores in the assessment will determine the rating of the individual.
If you need to have more points on the rating scale you need to administer it more frequently and announce the ratings.

From India, Madras
Hi Kannan,
I got that.
So it is basically, on the basis of assessment criterion to be derived, we set the points on a rating scale. . (Hope am right)
That was a convincing response anyways. Thanks for the same

From India, Bangalore
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