Respected Members,
I want to conduct the skill matrix assessment in my organization, please suggest what is better manual or through a company?
Please suggest any company based in Delhi - NCR which can help us in this, it will be a great help.
Best Regards,
Simranjeet Kaur
From India, New Delhi
I want to conduct the skill matrix assessment in my organization, please suggest what is better manual or through a company?
Please suggest any company based in Delhi - NCR which can help us in this, it will be a great help.
Best Regards,
Simranjeet Kaur
From India, New Delhi
Dear Colleague,
Skill Matrix can be done internally very easily provided it is taken with all seriousness and review it periodically with due intervals say not exceeding 1 year time gap.
A simple system suggested is that we may adopt a 5 star raring scale of 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 has to be done by the reporting HOD of the Talents - May be around 15 to 17 Skills may be listed on their role.
2. This Step 1 to be done for all essential functions of the business /operations
3. Then create a sheet preferably in excel in such a manner that one sheet for one Talent mentioning all the A) Essential Skills B) Desired Skills which the Talent should have
4. Then Map their present level of the Skill in 5 Star marking for both buckets of Essential Skills and Desired Skills :
1 Star- Beginner
2- Star- Can Perform under Clouse 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. The said mapping can be done by the HOD + Immediate Manager + HR Representative for each Talent
6. In case of Essential Skill 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 Same way for Desired Skills also same exercise to be done and capture the required Training and list in the priority
8. Record the Star Rating for each Talent
9. Preserve and document the Skill Matrix
10. Plan the Training and Development Program
11. Asses the impact of Training intervention
12. Repeat the Skill Matrix once in a Year Minimum
13. Use the Skill mapping for Development purpose only
14. Keep the Skill Sets dynamic and change the list of skills when your activates, business module, or the role of the Talent changes from one job to the other etc
15. Once it is stabilized you may have a simple tool in digital way linked to your other software systems and get it digitized
All the Best and God Bless
Dr P.Sivakumar Ph.D.,HR
Dr SivaglobalHR
Tamil Nadu
From India, Chennai
309Skill Matrix can be done internally very easily provided it is taken with all seriousness and review it periodically with due intervals say not exceeding 1 year time gap.
A simple system suggested is that we may adopt a 5 star raring scale of 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 has to be done by the reporting HOD of the Talents - May be around 15 to 17 Skills may be listed on their role.
2. This Step 1 to be done for all essential functions of the business /operations
3. Then create a sheet preferably in excel in such a manner that one sheet for one Talent mentioning all the A) Essential Skills B) Desired Skills which the Talent should have
4. Then Map their present level of the Skill in 5 Star marking for both buckets of Essential Skills and Desired Skills :
1 Star- Beginner
2- Star- Can Perform under Clouse 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. The said mapping can be done by the HOD + Immediate Manager + HR Representative for each Talent
6. In case of Essential Skill 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 Same way for Desired Skills also same exercise to be done and capture the required Training and list in the priority
8. Record the Star Rating for each Talent
9. Preserve and document the Skill Matrix
10. Plan the Training and Development Program
11. Asses the impact of Training intervention
12. Repeat the Skill Matrix once in a Year Minimum
13. Use the Skill mapping for Development purpose only
14. Keep the Skill Sets dynamic and change the list of skills when your activates, business module, or the role of the Talent changes from one job to the other etc
15. Once it is stabilized you may have a simple tool in digital way linked to your other software systems and get it digitized
All the Best and God Bless
Dr P.Sivakumar Ph.D.,HR
Dr SivaglobalHR
Tamil Nadu
From India, Chennai
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Skill Matrix.xls