IMPLIMENTATION

PROCESS
OF
SKILL MATRIX
PREPARED BY :
SANDIPSINH JADAV
 INDEX
SR. No. PARTICULARS
1. INTRODUCTION OF SKILL MATRIX
1.1 WHAT IS SKILL
1.2 WHAT IS SKILL MATRIX
1.3 WHY SKILL MATRIX IS REQUIRE
1.4 OBJEVTIVE TO PREPARE SKILL MATRIX
2. PROCESS OF IMPLIMETAION OF SKILL MATRIX IN THE ORGANISATION
1.1 PREPARE SKILL SET
1.2 DEVELOPING SKILL MATRIX FRAMWORK AND SKILL LEVEL ASSESMENT
1.3 DETAILED ANALYSIS.
1.4 PREPARING AND EXECUTING TRAINING CALANDAR
3. CHALLENGES OF SKILL MATRIX
4. FINAL COMMENTS
 1. INTRODUCTION OF SKILL MATRIX

To know skill matrix any one should first understand some basic check points. Or
definition of every check point. For clarification of subject and better
implementation process.

 What is Skill?
 What is Skill Matrix?
 Why skill matrix requires?
 Objective to prepare Skill Matrix.

1.1 WHAT IS SKILL

Skill is the ability to do something well or an expertise in particular work. Or the
ability to use one's knowledge effectively and readily in execution or performance

1.2 WHAT IS SKILL MATRIX

Skills matrix is bridge between understanding for require and available skill set of
employees. its primary aim is to help in the understanding, development,
deployment and tracking of people and their skill.
It is a visual tool that shows the tasks and skills required for specific roles and the
current competency and skill level of each employee for each task.
A good skills matrix can start the conversation about each person’s confidence
with the tasks needed.

1.3 Why skill matrix requires?

 - To check individual’s skill level.
- To create training calendar.
- To develop individual’s skill.
- To define week and strong part of individual’s knowledge capacity.
- It can reduce frustration and overwhelm by seeing how each smaller part
fits into the whole.
- To develop training program for new employees. also helpful for old
employee’s future development.
- Useful for task distribution.
- Useful for succession planning.

1.4 OBJECTIVE TO PREPARE SKILL MATRIX.

 Understand the current skills and experience.

 Identify skill gaps, where your team is lacking skills and experience
 Find high-risk areas where you are relying on a single person to complete critical tasks
 Plan the way forward when trying to introduce new skills or approaches to your team;
and
 Restructure your team to improve its effectiveness.
 to identify a department's overall competence level on certain key skills,

PROCESS OF IMPLIMENTATION OF SKILL MATRIX IN THE ORGANISATION

On the basis of above basic explanation individual can implement skill matrix in
the organization. To implement proper skill matrix process, documentation and
practical work both require.

1.1 Prepare Skill set : very basic task to start process is to prepare skill set.
Departmental head should do brain storming exercise and on the basis of result,
departmental head should identify and prepare skill set as per department and as
per area’s requirement. Or understand skill set require for various operative roles.
E.g: in rubber industry to run particular machine which skill is require.

 Final Skill sets for each area to be identified after detailed discussions with
Department Head, Section head, supervisors and operators.

(E.g)

Level wise skill require

Process
Level -0 Level-1 Level-2 Level-3
unskilled Machine Machine Can Train Other
operation operation
Tyre Making Process Reading and writing Ready for next
skill Machine level
Maintenance

1.2 Developing Skill Matrix framework & Skill Level assessment of Operative

Actual Skills
Line: Process-1
Actual Skill Level
Competancy Level
Level 0

Level 1

Level 2

Level 3
S.No.
Employee Name

1 ABC OK OK OK OK
2 DEF OK OK OK OK
3 GHI OK OK OK Not Ok
4 JKL OK OK Not Ok Not Ok
5 MNO OK Not Ok Not Ok Not Ok

- Here in an example ABC employee is having skill of level 0 to level 3 it saws

that he/ she can train others.
 - DEF employee also can train others

- GHI is having skill till level 2 it saws that he is having skill of operation and
maintenance but he is not as expert to train others or he may take help
from his/her departmental head to complete particular task. It also saws
that he/she is require training to train other.

- JKL is having skill till level 1, so he/ she can operate machine, but he/she
cannot do any action during machine maintenance. Also he/she cannot
train other. It saws that he/she requires training for level -2 and level -3
both.

- MNO is having skill till level 0. It saws that he/she can only read and write
and can do things which is not require any kind of technical work. It also
saws that he/she is require level 1 to level 3 training.

1.3 Detailed analysis of skill levels and segregating operators in proficiency

levels
1.4Preparing & Executing training Calendar to train people for up skilling

Training Plan and Status to fulfill the skill gap

Training Status
Operator name
OPERATORS TRAINING
ABC DEF GHI JKL Mno Training In Process

Level- 0 Training Done

Level-1 ` Training Pending/Not done
Level-2
Level-3
On the basis of detail analysis of available and require skill. Departmental head
or HR person will prepare training calendar and schedule accordingly to improve
Individual’s skill.
Here in green color saws that ABC and DEF is not requiring training all training
done. (other extra training can be provided)
GHI, JKL and MNO is requiring LEVEL 2 training, which is in process.
JKL require level 2- and level 3 training in which level -2 is in process and level -3
is pending.
MNO is only having basic level knowledge so level -1 is in process and level 2
and 3 is pen
 3. CHALANGES OF SKILL MATRIX

Two main challenges of skill matrix are

1. Data collection
2. Data recording.

1. Data collection: for data collection collector should have proper and expert
knowledge of industry, machine and other related technical and non-
technical things.
- Time require from HOD and employees.
- Preparation of documentation and questionnaires
- Analysis of data and preparation of tasks.

2. Data recording.: after collection of data it is not an easy task to maintain it.
So coordinator should maintain time to time all data and prepare for audit
which will helpful to examine and to check effectiveness of whole process.
Data can be paper based or can be computer based.

- Time to time updating is also require for future reference.

4.FINAL COMMENTS
- Skill matrix provide the boost in effectiveness of HR processes, especially in
digital era, also in next stage of HR which is helpful for data driven HR.

- It is good process to helpful for technical and non-technical work and also
very good to develop and identify individual’s capacity of work.

- It provides link between all department of organization.

- Overall it is very effective system for organization’s growth.

- Although it has challenges of data collection and data recording. but if

employee will follow process properly than it can avoid all huddles, but for
that continuity is also requires.