Professional Documents
Culture Documents
People Management Skills Matrix: Training Pack
People Management Skills Matrix: Training Pack
Purpose of Module
To enable attendees to visually recognise varying levels of ability in a structured way. To develop focused training plans to maximise flexibility and to enhance the development of every individual.
Agenda
What is a Skills Matrix? What are the key elements of a Skills Matrix? How to we quantify the Skill Levels What is a Skills Matrix used for? How Skills Matrices focus training plans? How to develop a Skills Matrix. How to Skills Matrices drive improvements. Monitoring and control of plans. Skills Matrix Standard Format. Who should own the Skill Matrix? Upkeep of the Skills Matrix
Skills/Tasks
Milling
Team/Area Leader:
Date:
Name Score
Team Members
Skills/Tasks
Riveting
Name
10
No Experience
Can do with assistance & reference to the Standard Operation. Can complete the Standard Operation, slower than 1.5x Cycle Time Can build to required specification only with assistance & reference to the Standard Operation. Understands quality specification & key points, but can not demonstrate them.
Can do without assistance or reference to the Standard Operation. Can complete the Standard Operation, in 1.5x Cycle Time or quicker Can build to the required specification without reference to the Standard Operation.
No Experience
No Experience
No Experience
Can achieve required quality standards & can demonstrate reasons for key points.
Cycle Time
Pre Safety Checks Drill Bit Attachment Marking Up Initial Hole Set-up Alignment De-burring/Swarf Cleaning Post Safety Checks Tool Maintenance Total =
Tom
Dick
65sec 50sec 175sec 65sec 120sec 65sec 60sec 350sec 950sec
Harry
60sec 40sec 175sec 55sec 95sec 55sec 60sec 290sec 830sec 95sec 75sec 300sec 85sec 160sec 75sec 90sec 450sec 1340sec
60 Seconds 40 Seconds 180 seconds 60 Seconds 100 Seconds 60 Seconds 60 Seconds 300 Seconds 860 Seconds
1.5xStd Std
>1.5xStd
What Skill Level do they have (assuming they have done the jobs safely & to the correct quality first time)?
Practitioner Developer Learner
N A PL
O D
Develop all procedures for all tasks. Define skills required for each task. Define level of ability/competency. Define how we measure performance.
K C E H C
Measure team members against procedures & performance measures.
CT A
N A PL
O D
K C E H C
Evaluate if a Procedure has not been improved for a while. Check effectiveness of the Benchmark
CT A
N A PL
O D
Conduct review of Work Instructions with a selection of team members.
K C E H C
CT A
0 Points 0% CURRENT STATE 20 Points 20 Employees 80 Points Potential 80 Points Potential 25% Skill Level
1 Points 25%
2 Points 50%
3 Points 75%
4 Points 100%
FUTURE STATE 40 Points (Potential Performance Graph in Points) 20 Employees 80 Points Potential 80 Points Potential 50% Skill Level (Potential Performance Graph in %)
100 90 80 70 60 50 40 30 20 10
POINTS
100 90 80 70 60 50 40 30 20 10
Future
Current
Current
Future
Goal
Team/Area Leader:
Date:
Station 1
Milling Drilling
Team/Area Leader:
Date:
Name Score
Deburring Grinding
Painting
Riveting
11 24 14 24 10 24 5 12 4 12 7 12 35 72
Assembly
Station1 Station2 Station3
Team/Area Leader:
Date:
Name Score
Station4
Station5
Station6
17 24 22 24 12 24 51 10 7 6 12 12 12 72
Assembly
Station1 Station2 Station3
Team/Area Leader:
Date:
Name Score
Station4
Station5
Station6
17 24 22 24 12 24 51 10 7 6 12 12 12 72
What if someone does not do a job for a while, do they keep the same skill level?
Their Skill Level should be frozen, pending an assessment of the skill in question. The skills matrix should indicate that the person needs to be assessed beside the skill in question. A date should be agreed with the employee when they are going to be reassessed. After the assessment, the skills matrix should be updated.
Purpose of Module
To enable attendees to visually recognise varying levels of ability in a structured way. To develop focused training plans to maximize flexibility and to enhance the development of every individual.
Did we?