Hi, I need to make a Skills Matrix, i.e., a 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 a list of broad classifications of skills? Please suggest.
From India
Acknowledge(0)
Amend(0)
From India
Acknowledge(0)Amend(0)
Dear Sir,
You are already halfway through. You can filter the employee skills that you have collected from the data and come up with a list of core skills or competencies. Present this list to the management to obtain approvals. You might find that the following competencies/skills are required to be available in all employees:
• Time Management
• Self-development
• Communication skills
• Self-motivation
• Transparency
• Problem-solving
• Team Working
• Commitment
• Cooperation
• Confidentiality
• Efficiency
The level of these skills varies from one position to another, and you need to group them into administrative, technical, managerial, and soft skills categories.
There are also competencies that are job-related, meaning each job has its own set of required skills for performance, in addition to the core competencies agreed upon by management.
Furthermore, please search this site for materials regarding skills and competencies. Refer to the following site, which I find very inspiring on how to group your competencies: www.ida.gov.uk/upload/pdf/item.
If you wish, send me your raw data, and I would be more than glad to help.
Regards
From Oman, Muscat
Acknowledge(0)Amend(0)
108You are already halfway through. You can filter the employee skills that you have collected from the data and come up with a list of core skills or competencies. Present this list to the management to obtain approvals. You might find that the following competencies/skills are required to be available in all employees:
• Time Management
• Self-development
• Communication skills
• Self-motivation
• Transparency
• Problem-solving
• Team Working
• Commitment
• Cooperation
• Confidentiality
• Efficiency
The level of these skills varies from one position to another, and you need to group them into administrative, technical, managerial, and soft skills categories.
There are also competencies that are job-related, meaning each job has its own set of required skills for performance, in addition to the core competencies agreed upon by management.
Furthermore, please search this site for materials regarding skills and competencies. Refer to the following site, which I find very inspiring on how to group your competencies: www.ida.gov.uk/upload/pdf/item.
If you wish, send me your raw data, and I would be more than glad to help.
Regards
From Oman, Muscat
Acknowledge(0)Amend(0)
Dear Dhara Mirani,
I am responding assuming you are referring to technical skills. Below is a sample multiskill matrix:
Open an Excel sheet.
| | Turning | Milling | Fitting |
|------------|---------|---------|---------|
| Ravikant | 0 | 3 | 1 |
| Ramesh | 3 | 2 | 0 |
| Selvam | 2 | 0 | 3 |
Legend:
0 - Does not have the skill.
1 - Can do but needs training.
2 - Can do very well.
3 - Can do very well, teach & train.
From the matrix, Ravikant can teach Ramesh and Selvam on Milling.
Your goal is to elevate most employees to level 3. Even achieving level 2 signifies a high level of multiskilling. Before commencing multiskilling, finalize the faculty (level 3 employee), course content (theory and On the Job Training), and duration to ensure effective training. Post-training evaluation is also crucial.
Trust matters are clarified. If you have any queries, please revert to me.
Regards,
M.V. Kannan
From India, Madras
Acknowledge(0)Amend(0)
I am responding assuming you are referring to technical skills. Below is a sample multiskill matrix:
Open an Excel sheet.
| | Turning | Milling | Fitting |
|------------|---------|---------|---------|
| Ravikant | 0 | 3 | 1 |
| Ramesh | 3 | 2 | 0 |
| Selvam | 2 | 0 | 3 |
Legend:
0 - Does not have the skill.
1 - Can do but needs training.
2 - Can do very well.
3 - Can do very well, teach & train.
From the matrix, Ravikant can teach Ramesh and Selvam on Milling.
Your goal is to elevate most employees to level 3. Even achieving level 2 signifies a high level of multiskilling. Before commencing multiskilling, finalize the faculty (level 3 employee), course content (theory and On the Job Training), and duration to ensure effective training. Post-training evaluation is also crucial.
Trust matters are clarified. If you have any queries, please revert to me.
Regards,
M.V. Kannan
From India, Madras
Acknowledge(0)Amend(0)
Hi Kannan,
Just a clarification. I had done a similar project with a similar rating scale. While in a discussion with my supervisor, he asked me why I had chosen a 4-point scale and not a 6-point scale. I couldn't provide him with a convincing reply. Could you provide some clarity on that?
Regards,
Jayesh M
From India, Bangalore
Acknowledge(0)Amend(0)
Just a clarification. I had done a similar project with a similar rating scale. While in a discussion with my supervisor, he asked me why I had chosen a 4-point scale and not a 6-point scale. I couldn't provide him with a convincing reply. Could you provide some clarity on that?
Regards,
Jayesh M
From India, Bangalore
Acknowledge(0)Amend(0)
Obviously, each organization is going to have different skill sets that they will require. Normally, skills would be derived from a task analysis from within your organization 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 finds someone to fulfill 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 into 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 inquiry 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.
Cheers
From India, Delhi
Acknowledge(0)Amend(0)
When compiling a skills matrix, it will be more beneficial to break down the skills into 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 inquiry 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.
Cheers
From India, Delhi
Acknowledge(0)Amend(0)
hi , Can anybody guide me how can i prepare the organigram of the organisation. Thnks Divya
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Dear Jayesh,
The legend is prepared based on the analysis of the job. The more extensive the rating scale, the more difficult it will be for the evaluator to administer it. For each point on 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 will need to administer it more frequently and announce the ratings.
M.V.KANNAN
From India, Madras
Acknowledge(0)Amend(0)
The legend is prepared based on the analysis of the job. The more extensive the rating scale, the more difficult it will be for the evaluator to administer it. For each point on 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 will need to administer it more frequently and announce the ratings.
M.V.KANNAN
From India, Madras
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.