hi everyone, plzzz explain me the difference between skill matix and multi skilling .also suggest me that which topic is better 5s or multi skiiling ? thanksss
From India, Nasik
1From India, Nasik
I suggest that you search the web using google to find the answers and then pose a question giving some background info about yourself and the scenario with reference to which you are seeking the answers.
Please do not be offended.
From United Kingdom
Please do not be offended.
From United Kingdom
it is fine if u dont want to answer and i m student not working anywhere pursuing mba .....the company have given me two topics and now i have to select between multiskilling and 5s for summer project .....thnx
From India, Nasik
From India, Nasik
Skill Matrix Is the Overall representation of workers with respect to their skills.
e.g there are 3 operations that are carried out to produce a product and three workers are required. then giving grades how efficiently they can perform their own operation and forming matrix will conclude to skill matrix.
If we train 1 worker to do all three operation ,then it will be called multiskilling .
From India, Mumbai
e.g there are 3 operations that are carried out to produce a product and three workers are required. then giving grades how efficiently they can perform their own operation and forming matrix will conclude to skill matrix.
If we train 1 worker to do all three operation ,then it will be called multiskilling .
From India, Mumbai
It's not that I do not want to answer. As an MBA student you should learn to search for information, rather than seek info on-a-plate. I have taught MBA students for years.
The following extract from a student's post should inform you about my method. If you search CiteHr for info on 5S you will find a lot of posts.
Simhan
hello friends....
Situation will make us to do things... [IMG]file:///C:/DOCUME%7E1/ADMINI%7E1/LOCALS%7E1/Temp/msohtmlclip1/01/clip_image001.gif[/IMG]....we all r insearch of capsules..rite??? i also made an attempt , a shortcut for easily getting the questionnaire but i failed...i found all types of questionnair over here but except our topic..lol.it was very urgent 4 me and there was no options at all...Atlast lazy sayana also decided to prepare a questionnair by herself and i did...for tat i refered the factory act of welfare measure,company profile,their welfare facilities,questionnare formats available over here..etc etc....so al time of my experience shows tat we become lazy bec of the facilities available to us ,actually all this meant to make us more capable but we are misusing these facilities...am too in tat list... ...At first i got irritated wen i read the reply by the moderator mr nashbramhall ,advising not expect someone other to send a questionnair at tat time i thought then for wat purpose this citehr is for.anyway i know u people are also like me so am attaching my questionnair wit regard to welfare measures...i dont know how much i succeed in preparing these questionnair but i hope it will aslo helpful to u dudes......
wit regards
Sayana
I have copied the post by Sayansayu at questionnaire or welfare measures - reg
N.A
From United Kingdom
The following extract from a student's post should inform you about my method. If you search CiteHr for info on 5S you will find a lot of posts.
Simhan
hello friends....
Situation will make us to do things... [IMG]file:///C:/DOCUME%7E1/ADMINI%7E1/LOCALS%7E1/Temp/msohtmlclip1/01/clip_image001.gif[/IMG]....we all r insearch of capsules..rite??? i also made an attempt , a shortcut for easily getting the questionnaire but i failed...i found all types of questionnair over here but except our topic..lol.it was very urgent 4 me and there was no options at all...Atlast lazy sayana also decided to prepare a questionnair by herself and i did...for tat i refered the factory act of welfare measure,company profile,their welfare facilities,questionnare formats available over here..etc etc....so al time of my experience shows tat we become lazy bec of the facilities available to us ,actually all this meant to make us more capable but we are misusing these facilities...am too in tat list... ...At first i got irritated wen i read the reply by the moderator mr nashbramhall ,advising not expect someone other to send a questionnair at tat time i thought then for wat purpose this citehr is for.anyway i know u people are also like me so am attaching my questionnair wit regard to welfare measures...i dont know how much i succeed in preparing these questionnair but i hope it will aslo helpful to u dudes......
wit regards
Sayana
I have copied the post by Sayansayu at questionnaire or welfare measures - reg
N.A
From United Kingdom
Hey Jiah,
How are u doing dear?? Howz your project going? Skill matrix is basically the chart containing all the skill required to do a particular job wherein we can rate the individual's competencies on the basis of fixed parameters.
M attaching some formats or example for skill matrix. Hope this will help you in understanding the things better.
Gud Luck
Surbhi Gupta :)
From India, Mumbai
How are u doing dear?? Howz your project going? Skill matrix is basically the chart containing all the skill required to do a particular job wherein we can rate the individual's competencies on the basis of fixed parameters.
M attaching some formats or example for skill matrix. Hope this will help you in understanding the things better.
Gud Luck
Surbhi Gupta :)
From India, Mumbai
Hi all,
Thanks surbhi,the sheets are really helpful. i just have one doubt like when we used to have skill matrix in our organisation we used to get the skills evaluated by team leaders or shift supervisors.and they used to rate the employees.I hardly could understand the criteria for the same and i often doubted the credibitily of the same..
is there any method to evaluate the skills on actual basis or fair basis.
From India, Chandigarh
Thanks surbhi,the sheets are really helpful. i just have one doubt like when we used to have skill matrix in our organisation we used to get the skills evaluated by team leaders or shift supervisors.and they used to rate the employees.I hardly could understand the criteria for the same and i often doubted the credibitily of the same..
is there any method to evaluate the skills on actual basis or fair basis.
From India, Chandigarh
hi surbhi
m gud n how r u doing?
and i canclled that 5s topic and going for skill or multi skilling and thxx for ur information ...but i need more on multi skilling also if u have the format ....thxxx
From India, Nasik
m gud n how r u doing?
and i canclled that 5s topic and going for skill or multi skilling and thxx for ur information ...but i need more on multi skilling also if u have the format ....thxxx
From India, Nasik
Hi Neha,
The technical skills are always be evaluated by immediate supervisor or can be done by indirect reporting manager as well. And credibility is a big question for me as well. Lets our seniors answer it.
And to evaluate it on actual basis we can go one step higher i.e. competency mapping.
Regards,
Surbhi:icon1:
From India, Mumbai
The technical skills are always be evaluated by immediate supervisor or can be done by indirect reporting manager as well. And credibility is a big question for me as well. Lets our seniors answer it.
And to evaluate it on actual basis we can go one step higher i.e. competency mapping.
Regards,
Surbhi:icon1:
From India, Mumbai
Hey surbhi thanks for taking care of the query.Even i m looking for this answer since long..We request the seniors to please guide us through.
Even in the competency mapping what i have observed is that the main say is of supervisor only. so if we are not getting the real picture then there's no genuine output from such things...
Shouldnt we try and do it by taking the real work life things into consideration
example : like when we take the case of production somebody will be doing the designing,tooling arrangements etc.so when it comes to designing then shudnt we consider the facts that in drawings made by the employee in which area he has emerged as the strongest and where he got struck.. even if we track 3-4 such examples we can get the picture and then we can discuss the same with the employee to get the real picture ??
Looking forward to replies..
From India, Chandigarh
Even in the competency mapping what i have observed is that the main say is of supervisor only. so if we are not getting the real picture then there's no genuine output from such things...
Shouldnt we try and do it by taking the real work life things into consideration
example : like when we take the case of production somebody will be doing the designing,tooling arrangements etc.so when it comes to designing then shudnt we consider the facts that in drawings made by the employee in which area he has emerged as the strongest and where he got struck.. even if we track 3-4 such examples we can get the picture and then we can discuss the same with the employee to get the real picture ??
Looking forward to replies..
From India, Chandigarh
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