24
Hi
You need to Divide the Organization in Jobs and for Jobs skills are required
After that you need to Work on Each Job inrelation to skills/ efficiency , Level of person
Skill Matrix Help to make Differentiate among Employees in Group which can be used for Career Planning for each individual and also help the Employee to understand the need for the Same.
Regards
Chhavineet
From India, Delhi
You need to Divide the Organization in Jobs and for Jobs skills are required
After that you need to Work on Each Job inrelation to skills/ efficiency , Level of person
Skill Matrix Help to make Differentiate among Employees in Group which can be used for Career Planning for each individual and also help the Employee to understand the need for the Same.
Regards
Chhavineet
From India, Delhi
Hello Vinay.
To construct a skills matrix, the following steps may be appropriate:
Assemble a cross section of frontline employees and supervisors for a focus group session.
Use the session to brainstorm the critical skills required for each role. Include technical skills, interpersonal skills and leadership skills. Depending on time and resources available, segment each skill into four or five competency levels, each behaviorally specified.
Compile a draft matrix using a spreadsheet or off the shelf software program. If using a spreadsheet, list employee roles down the left side and required skills along the top. In each intersecting cell, enter the code for the required skill level for that role and that skill.
Submit the draft matrix to employees for input and to managers for sign off.
Then compile a mirror matrix that shows actual skills held by each employee. Using the above matrix as a template, compile another matrix using a spreadsheet or off the shelf software program. If using a spreadsheet, list employee names down the left side and skills along the top. In each intersecting cell, enter the code for the achieved skill level for that employee and that skill.
Achieved skill levels may be assessed by:
-the individual employee
-the employee’s manager/supervisor
-a multi-rater instrument (e.g. 360-degree, appropriate for soft skills)
-a competent internal workplace assessor
-a competent external workplace assessor
-an online assessment tool
To what level you define skills and to what degree you assess skills will depend on your purpose in constructing the matrix. Will you be using it to identify skill gaps for training purposes only, or will you be tying skill acquisition to pay scales, bonuses, etc? We can help you construct a matrix to suit your purposes. Just send me an email.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
To construct a skills matrix, the following steps may be appropriate:
Assemble a cross section of frontline employees and supervisors for a focus group session.
Use the session to brainstorm the critical skills required for each role. Include technical skills, interpersonal skills and leadership skills. Depending on time and resources available, segment each skill into four or five competency levels, each behaviorally specified.
Compile a draft matrix using a spreadsheet or off the shelf software program. If using a spreadsheet, list employee roles down the left side and required skills along the top. In each intersecting cell, enter the code for the required skill level for that role and that skill.
Submit the draft matrix to employees for input and to managers for sign off.
Then compile a mirror matrix that shows actual skills held by each employee. Using the above matrix as a template, compile another matrix using a spreadsheet or off the shelf software program. If using a spreadsheet, list employee names down the left side and skills along the top. In each intersecting cell, enter the code for the achieved skill level for that employee and that skill.
Achieved skill levels may be assessed by:
-the individual employee
-the employee’s manager/supervisor
-a multi-rater instrument (e.g. 360-degree, appropriate for soft skills)
-a competent internal workplace assessor
-a competent external workplace assessor
-an online assessment tool
To what level you define skills and to what degree you assess skills will depend on your purpose in constructing the matrix. Will you be using it to identify skill gaps for training purposes only, or will you be tying skill acquisition to pay scales, bonuses, etc? We can help you construct a matrix to suit your purposes. Just send me an email.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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Skill Matrix.xls