Skill
Matrix
A skill matrix is a tool used by companies to manage the individual skills of the members of a work team.
What a skill matrix is
A skill matrix is a tool used by companies to manage the individual skills of the members of a work team and assign the right tasks to the right people.
The sheer practicality of this tool has made it extremely popular with human-resource practitioners who use it to monitor and organise workers’ abilities and turn them to good account.
The skill matrix is basically a grid which contains and cross-references all workers’ data with task requirements, providing an overview of general needs in terms of skills and keeping tabs on the skill levels of each single worker. Today, most practitioners create a skill matrix on an excel spreadsheet with a double-entry data chart so that available information on employees and their activities can be cross-checked. When properly drawn up, a skill matrix allows for an efficient and effective organisation of human-resource skills, allowing you to exploit their strengths and overcome their weaknesses.
Why a skill matrix is so important
Without a skill matrix which rationalises the expertise of each member of the workforce, a company would not be sufficiently aware of its assets in this sense, nor would it be equipped to use these skills in an efficient and accurate manner.
Furthermore, were there not an adequate and updated skill matrix to rely on, only department managers would really be aware of the skills of the workforce and the organisation as a whole would not benefit to the full extent.
Standards vary from plant to plant and often information about skills is updated manually. Unfortunately, methods and formats are not always user-friendly nor up-to-date.
The advantages of the skill matrix
Needs analysis
to keep operational standards high and benefit from a simple and straightforward overview of all available information.
Forecast of human-resource so you are always up-to-date about skills needs and never have to cope with unexpected events that would otherwise slow company operations down.
Training-needs analysis for planning training schemes and training pathways with an indication of skill gaps which need attention in order to develop expertise.
Resource allocation
so that skills are efficiently and effectively distributed and each individual is ideally placed in keeping with their physical limitations.
The advantages of using workforce-management software
Without a skill matrix which rationalises the expertise of each member of the workforce, a company would not be sufficiently aware of its assets in this sense, nor would it be equipped to use these skills in an efficient and accurate manner.
Furthermore, were there not an adequate and updated skill matrix to rely on, only department managers would really be aware of the skills of the workforce and the organisation as a whole would not benefit to the full extent.
Standards vary from plant to plant and often information about skills is updated manually. Unfortunately, methods and formats are not always user-friendly nor up-to-date.
