A skills Matrix is a visual tool that shows the current competency and skill level of each employee for each job – the tasks and skills required for specific roles in an organization. It is helpful in assessment by clarifying group or individual skills and competencies.
The main objective of this matrix is to present an enabling picture for skill management. So that skill management can understand, develop, utilize, and take decisions for further training of individual or group skills.
Most often this matrix is used for small groups. But it can be expand to include more information. Individuals or groups, and specific skills or knowledge areas to cover all needs. This tool is used to record the need for a position, special training, or skills required for any job. From that information the management makes appropriate decisions and arranges to get the person or group who needs more training.
Proficiency level
Whenever you are making a skills matrix. It is important to know that in order to capture the level of proficiency. Two important aspects have to be taken into consideration.
That is – interest and proficiency.
- It is necessary for any employee to have an interest in his work and in increasing his efficiency. And it is also important how efficient that employee is in his work.
- It is essential to know to what extent each employee is interest in applying their skills and developing them further.
To create a skills matrix, one must first understand the levels of proficiency, how to differentiate between proficiency and interest, and how to make the matrix balanced and complete.
Fresher : Proficiency Level 0
Zero level means that the employee has no skills or knowledge in this area. It cannot be directly use for any process and activities. It is important that an employee with a proficiency level of 0 is familiar with the core concepts of the activity or area that will be used in the organization or project team.
Beginner : Proficiency Level 1
This level is given to those employees who have basic proficiency in the activities in the areas. Basic techniques and concepts have been acquire. And the emphasis should be on training and development for these employees. Organizations present such employees in the form of trainees. And this level shows that such employees are in the process of training.
Competent : Proficiency Level 2
Employees at this level are known to be trained. Indicating an average level of proficiency in the job or skill. It is assuming that such employees are aware of the relevant concepts, principles, and problems. Employees at this level can be assign to experience employees to gain more experience. These employees also need to focus on growth and gain new experiences.
Proficient : Proficiency level 3
This level indicates average expertise or highly skilled/trained. These employees have the skills and ability to successfully complete the activities.
This is the level where an employee has a firm grip on the task at hand and can be relied upon for consistent problem solving.
They may occasionally need specialist advice from a professional, but in general they can complete tasks on their own. These employees are good at what they do. But still have room for growth by focusing on expanding their skills and knowledge through experience.
Expert : Proficiency Level 4
The highest score for the Proficiency Criteria Skills Matrix is 4, they may well know as “Coach”, “Master”, “Instructor”. These employees are experts at what they do.
They can effectively resolve issues, coach others, and answer any questions related to their expertise. These employees mostly work at the strategic level of their sector and have demonstrated excellent skills in the past.
As far as interest is concerned, there is no need to give any number for it, the meaning is whether interest is there or not. The employee is not taking interest in making good use of his knowledge and skills and developing them. If numbers are give to each employee, then it can be 0 and 1, 0 means no, and 1 means.