This explanation of a qualification matrix, also referred to as the competency matrix, or a matrix, will help you to understand how useful it is for an organization when it comes to understanding the skills and abilities employees have , and how this can impact the long-term sustainability of the company.
After reading this article, will be inspired on how you can use this Competency Matrix to identify existing capabilities and pinpoint potential gaps. This can help to improve the learning of employees and development, and create better teams.
What is a matrix of skills?
An skill matrix provides a structure designed to help employees map their abilities and levels. It’s a grid which provides information about the skills that are currently in use and their ratings.
It’s used to plan, manage and evaluate the current and desired capabilities for a position such as a team, department or project, or even an entire business.
Sometimes, a skill matrix can be sometimes referred to as a competency matrix. The difference will be explained below however, generally speaking they’re the same.
A table that lists employees’ names and skills could be referred to as a skills matrix.
An example of a matrix for qualification
As we’ve mentioned the most basic skills matrix is a table that lists the names of employees, their qualifications or abilities, along with their ratings.
Even a simple matrix could help you identify gaps in abilities or pinpoint those who require education.
Why is a matrix of skills crucial?
Skill matrixes are a must-have tool for any business that relies on data including HR and project management managers.
Matrices are a great way to keep an eye on your employees’ qualifications qualification, certificates, and their competencies throughout your organization. When properly used they are extremely effective in the real world, increasing the efficiency of teams as well as increasing the profits.
A skill matrix is essential as, when it is properly set up it can help you arrange your teams and pinpoint all the abilities you require according to the needs of the project. With a well-designed skill matrix, your task can be efficiently completed and with the best qualified and experienced team members.
She also assists HR as if they’re required to add employees, she’s familiar with the capabilities to market. Additionally it’s possible to use it to determine vacation time for employees, to make sure there is enough personnel who have the necessary skills at work.
What’s the distinction between competence matrix as well as a matrix of competence?
The idea behind it is identical. Only difference lies the level of use and usage.
A matrix of skills as we mentioned earlier, is primarily a way to assess the capabilities of employees, but it is just a tiny fraction of the skills they possess.
A competency matrix is comprised of skills, knowledge and attitudes. Therefore, it is essential to include a matrix of skills.
The competency map is typically designed and used by management to assess the current knowledge within the company as well as to discover gaps in the company and prepare to address them.
The benefits of creating a skills matrix
1. Finding the correct people
A qualification matrix allows you to choose the best people for the position or task.
It aids managers to build stronger productive teams and fill vacant positions with individuals best suited to the task.
2. Recognizing the lack of skills
Competency matrixes help to determine what abilities you’re lacking, either within a team, department, or throughout the entire organization.
If your employees do not have the abilities or knowledge required for the company and your competitors do the company is in a huge disadvantage.
Additionally, if you know the skills you require to complete a new project or campaign it’s simpler to plan it out in time, adhere to deadlines, and deliver results.
For members of the team, a competency matrix can give insights to the strength of the entire team and can also identify areas where the skills and knowledge aren’t there.
