Dear Member
you have not specified your industry
further to frame skill matrixs HR has to look back
and level out the rank and file of 'OD' of that particular industry
Second step to study and generate your own thoughts
and also by sharing / knowing the types of works with
heads of the departments
Analyse the work modes, hardships involved and load of works
then definatly you will be in better position to judge and design matrix
Finally you will become best bet HR
Think
Regards
Yandamuir
From India, Visakhapatnam
5you have not specified your industry
further to frame skill matrixs HR has to look back
and level out the rank and file of 'OD' of that particular industry
Second step to study and generate your own thoughts
and also by sharing / knowing the types of works with
heads of the departments
Analyse the work modes, hardships involved and load of works
then definatly you will be in better position to judge and design matrix
Finally you will become best bet HR
Think
Regards
Yandamuir
From India, Visakhapatnam
Dear Mr. Kumar, plz find the attachment. hOpe you will be benefited. warm reagrds SHIPRA 9873055661
From India, Gurgaon
From India, Gurgaon
Hi Shipra,
Thanks for the format !
I looked through the document and am unable to understand the second sheet named " Skill Matrix". If you could help in explaining how to use it then it would be great.
Regards,
Jyoti
From India, Bangalore
Thanks for the format !
I looked through the document and am unable to understand the second sheet named " Skill Matrix". If you could help in explaining how to use it then it would be great.
Regards,
Jyoti
From India, Bangalore
Hi Ryan,
Apologies for late reply.
I have used the SFIA framework , in my current IT company, on trial basis. I would suggest , of all the sectors IT sector would gain from implementing a comprehensive Skill Matrix , as IT skills differentiate between successful and not so successful enterprises . An effective Skill Matrix would go a long way in effective e Human resource Planning.
SFIA provides a strong framework , to CODIFY the competencies in an organization., which is the first step towards building successful matrix.
However the skill matrix should be viewed entirely different from Skill Table . ( Ex) . Mr. Raghav, CITE HR member , has provided us with a good example of “skill Table” , and not a skill matrix .
Skill table , becomes a skill matrix when the former is modified , with additional inputs on;
1. Future skill requirement which has to be forecasted by the top management , in view of strategic business plans
2. In house skills, Skills to be acquired thru ( training, fresh recruitment ,
3. Skill requirement due to technical challenges,
4. Skill requirement due to technological changes,
5. Skill requirement out of renewed customer expectations etc.
With the above inputs , the skill table becomes a effective tool , with the top management for effective HRP.
Keep Learning!!
Prasanth Nair
From United Arab Emirates, Dubai
Apologies for late reply.
I have used the SFIA framework , in my current IT company, on trial basis. I would suggest , of all the sectors IT sector would gain from implementing a comprehensive Skill Matrix , as IT skills differentiate between successful and not so successful enterprises . An effective Skill Matrix would go a long way in effective e Human resource Planning.
SFIA provides a strong framework , to CODIFY the competencies in an organization., which is the first step towards building successful matrix.
However the skill matrix should be viewed entirely different from Skill Table . ( Ex) . Mr. Raghav, CITE HR member , has provided us with a good example of “skill Table” , and not a skill matrix .
Skill table , becomes a skill matrix when the former is modified , with additional inputs on;
1. Future skill requirement which has to be forecasted by the top management , in view of strategic business plans
2. In house skills, Skills to be acquired thru ( training, fresh recruitment ,
3. Skill requirement due to technical challenges,
4. Skill requirement due to technological changes,
5. Skill requirement out of renewed customer expectations etc.
With the above inputs , the skill table becomes a effective tool , with the top management for effective HRP.
Keep Learning!!
Prasanth Nair
From United Arab Emirates, Dubai
Dear Prasanth,
I was going through ur posts on the skill matrix. I wanted to know what is meant by codification of competencies????..............How is it done???
will appreciate your guidance.
warm regards,
- archana
From India, Mumbai
I was going through ur posts on the skill matrix. I wanted to know what is meant by codification of competencies????..............How is it done???
will appreciate your guidance.
warm regards,
- archana
From India, Mumbai
Hello
Follow the below mentioned link and you will get details on skill matrix
https://www.citehr.com/37686-skill-matrix.html
Thank you
Octavious
FOR MORE HR STUFF,VISIT BELOW MENTIONED LINK
https://www.citehr.com/99968-major-hr-links.html#post386938
From India, Mumbai
Follow the below mentioned link and you will get details on skill matrix
https://www.citehr.com/37686-skill-matrix.html
Thank you
Octavious
FOR MORE HR STUFF,VISIT BELOW MENTIONED LINK
https://www.citehr.com/99968-major-hr-links.html#post386938
From India, Mumbai
hi
i am actually a non HR person. i am a media-research-communication and soft skills person.
i find HR very interesting and read a lot of articles about it.a lot of times, by default, the personnel handling work in the team,organization or company i work in has come to me.
i found the matrix quite interesting.
it can be used for mapping of competencies, redundancies and gap identification. In a team, one can chart the areas of high performers and stagnation,turnover and pits.
it will aid T & D. i have also stored it, so i can use in my team.
Thanks for the interesting stuff!
As a suggestion and what i will try, one can map training needs along with employees' existing skills also to get levels of competency. this will help frame training programs & aid future recruitment
From India, Mumbai
i am actually a non HR person. i am a media-research-communication and soft skills person.
i find HR very interesting and read a lot of articles about it.a lot of times, by default, the personnel handling work in the team,organization or company i work in has come to me.
i found the matrix quite interesting.
it can be used for mapping of competencies, redundancies and gap identification. In a team, one can chart the areas of high performers and stagnation,turnover and pits.
it will aid T & D. i have also stored it, so i can use in my team.
Thanks for the interesting stuff!
As a suggestion and what i will try, one can map training needs along with employees' existing skills also to get levels of competency. this will help frame training programs & aid future recruitment
From India, Mumbai
The matrix I find/see on WEB (on Googling) are usually 2 Dimensional. Does anybody know of any good 2+/n-Dimensional Matrix or any Open Source Tool that captures the information.
From United States, Bellevue
From United States, Bellevue
Hi Harsha, please send the Skill Matrix Format to 
I am currently working with Software Organization i have made the Technical Skill Matrix but i am Looking for Non Technical Skill Matrix .....That can be used for all the Departments like HR,Finanace,etc(As they dont have any Tehnichal Knowldge)
Thanks in advance
Regards
Ankush Chopra
9811822127
From India, Faridabad
I am currently working with Software Organization i have made the Technical Skill Matrix but i am Looking for Non Technical Skill Matrix .....That can be used for all the Departments like HR,Finanace,etc(As they dont have any Tehnichal Knowldge)
Thanks in advance
Regards
Ankush Chopra
9811822127
From India, Faridabad
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Skill Matrix.xls