Understanding Skill and Competency Matrices: Who Needs to Be Included and How to Prepare Them?

Dear all, we are a manufacturing company in Telangana. Our customers are asking for the Skill and Competency Matrix. Could you please explain what a Skill Matrix and Competency Matrix are, and how they should be prepared? Should this be prepared only for workmen or staff, or should contract employees also be included?

Please advise us on the above.

Thank you,

Hanumanth

Dear Colleague,

Skill Matrix can be done internally very easily provided it is taken with all seriousness and reviewed periodically with due intervals, say not exceeding a 1-year time gap.

Suggested System for Skill Matrix

A simple system suggested is that we may adopt a 5-star rating scale for Skill Matrix by following the below-mentioned process steps:

1. Listing Skills

List all the Essential Skills (A) for the Role and Desired Skills (B) for the Role, which has to be done by the reporting HOD of the Talents. Maybe around 15 to 17 Skills may be listed in their role.

2. Application Across Functions

This Step 1 to be done for all essential functions of the business/operations.

3. Creating the Skill Sheet

Then create a sheet, preferably in Excel, in such a manner that one sheet for one Talent mentions all the A) Essential Skills and B) Desired Skills which the Talent should have.

4. Mapping Skills

Then map their present level of the Skill on a 5-star scale for both buckets of Essential Skills and Desired Skills:

- 1 Star - Beginner
- 2 Star - Can Perform under Close Supervision or with SOP
- 3 Star - Can perform largely without Supervision or with SOP
- 4 Star - Well-versed in the activity or said step of the Skill
- 5 Star - Expert in the said activity/Skill

5. Evaluation Process

The said mapping can be done by the HOD, Immediate Manager, and HR Representative for each Talent.

6. Addressing Training Needs for Essential Skills

In case of Essential Skills, if the Talent or Employee is 3 or below, then capture the Training Needs that are specifically needed to upgrade his Star to 4 or 5, and this is priority training as it falls under Essential Skill.

7. Addressing Training Needs for Desired Skills

Similarly, for Desired Skills, the same exercise should be done, and capture the required Training and list in the priority.

8. Recording and Documentation

Record the Star Rating for each Talent.

9. Preservation of Skill Matrix

Preserve and document the Skill Matrix.

10. Training and Development Planning

Plan the Training and Development Program.

11. Assessing Training Impact

Assess the impact of Training intervention.

12. Annual Review

Repeat the Skill Matrix at least once a Year.

13. Development Purpose

Use the Skill mapping for Development purposes only.

14. Dynamic Skill Sets

Keep the Skill Sets dynamic and change the list of skills when your activities, business module, or the role of the Talent changes from one job to another, etc.

15. Digitization of the Tool

Once it is stabilized, you may have a simple tool in a digital way linked to your other software systems and get it digitized.

You may also refer to:

- https://www.google.com/search?q=All+...hrome&ie=UTF-8
- https://www.geektonight.com/competency-mapping/
- https://competencydefinition.com/int...ts-models.html

Thank you so much for your valuable reply, sir. I have a small query. Is this skill matrix only applicable to staff and permanent workmen, or will it also be applicable to contract workmen? Most organizations heavily rely on contract labor workforces. Thanking you.

Regards

The contract laborers are not your employees, so they are outside the purview of the matrix. Mapping them similarly to regular employees could pose legal issues. For administrative purposes, you can prepare the skill inventory if required.