Respected Members, I want to conduct a skill matrix assessment in my organization. Please suggest what is better: manual or through a company? Please suggest any company based in Delhi-NCR that can help us with this. It will be a great help.
Best Regards,
Simranjeet Kaur
From India, New Delhi
Acknowledge(0)
Amend(0)
Best Regards,
Simranjeet Kaur
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Colleague,
Skill Matrix Implementation
Skill Matrix can be done internally very easily, provided it is taken with all seriousness and reviewed periodically at due intervals, say not exceeding a 1-year time gap.
Steps to Implement a Skill Matrix
A simple system suggested is that we may adopt a 5-star rating scale for the Skill Matrix by following the below-mentioned process steps:
1. List all the Essential Skills (A) for the Role and Desired Skills (B) for the Role, which have to be identified by the reporting HOD of the Talents. Around 15 to 17 skills may be listed for each role.
2. This Step 1 should be completed for all essential functions of the business/operations.
3. Create a sheet, preferably in Excel, in such a manner that one sheet is dedicated to one Talent, mentioning all the A) Essential Skills and B) Desired Skills that the Talent should possess.
4. Then, map their present level of the Skill on a 5-star rating scale for both 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 skill
- 5 Star - Expert in the said activity/skill
5. The mapping can be done by the HOD, Immediate Manager, and HR Representative for each Talent.
6. If the Talent or Employee scores 3 or below for an Essential Skill, capture the specific Training Needs required to upgrade their rating to 4 or 5. This training should be a priority as it falls under Essential Skills.
7. Similarly, for Desired Skills, conduct the same exercise and list the required Training in order of priority.
8. Record the Star Rating for each Talent.
9. Preserve and document the Skill Matrix.
10. Plan the Training and Development Program.
11. Assess the impact of Training interventions.
12. Review the Skill Matrix at least once a year.
13. Use the Skill mapping for Development purposes only.
14. Keep the Skill Sets dynamic and update the list of skills when your activities, business model, or the role of the Talent changes from one job to another, etc.
15. Once it is stabilized, consider a digital tool linked to your software systems to digitize the process.
All the Best and God Bless,
Dr. P. Sivakumar, Ph.D., HR
Dr. SivaglobalHR
Tamil Nadu
From India, Chennai
Acknowledge(1)
Amend(0)
321Skill Matrix Implementation
Skill Matrix can be done internally very easily, provided it is taken with all seriousness and reviewed periodically at due intervals, say not exceeding a 1-year time gap.
Steps to Implement a Skill Matrix
A simple system suggested is that we may adopt a 5-star rating scale for the Skill Matrix by following the below-mentioned process steps:
1. List all the Essential Skills (A) for the Role and Desired Skills (B) for the Role, which have to be identified by the reporting HOD of the Talents. Around 15 to 17 skills may be listed for each role.
2. This Step 1 should be completed for all essential functions of the business/operations.
3. Create a sheet, preferably in Excel, in such a manner that one sheet is dedicated to one Talent, mentioning all the A) Essential Skills and B) Desired Skills that the Talent should possess.
4. Then, map their present level of the Skill on a 5-star rating scale for both 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 skill
- 5 Star - Expert in the said activity/skill
5. The mapping can be done by the HOD, Immediate Manager, and HR Representative for each Talent.
6. If the Talent or Employee scores 3 or below for an Essential Skill, capture the specific Training Needs required to upgrade their rating to 4 or 5. This training should be a priority as it falls under Essential Skills.
7. Similarly, for Desired Skills, conduct the same exercise and list the required Training in order of priority.
8. Record the Star Rating for each Talent.
9. Preserve and document the Skill Matrix.
10. Plan the Training and Development Program.
11. Assess the impact of Training interventions.
12. Review the Skill Matrix at least once a year.
13. Use the Skill mapping for Development purposes only.
14. Keep the Skill Sets dynamic and update the list of skills when your activities, business model, or the role of the Talent changes from one job to another, etc.
15. Once it is stabilized, consider a digital tool linked to your software systems to digitize the process.
All the Best and God Bless,
Dr. P. Sivakumar, Ph.D., HR
Dr. SivaglobalHR
Tamil Nadu
From India, Chennai
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Pre Training Skill Assessment - Appraiser - HO.doc