In the world of HR, ensuring employees are well-matched to their roles is a top priority. Pre-employment testing, performance reviews, probation periods, and skills matrices have all been developed to achieve this goal, and these concepts are far from new.
Some of the earliest examples of pre-employment testing dates back to 206 BC in Han Dynasty China, where cognitive exams were used to select candidates for government roles.
However, when it comes to assessing current employees, traditional testing methods are increasingly less relevant. So, how can HR managers efficiently evaluate and utilise the skills of their existing staff for new programmes or projects? We propose the skills matrix.
What is a skills matrix?
A skills matrix is a visual tool that maps out the skills of individuals or teams, highlighting their strengths and weaknesses relative to each other. For instance, if you have three employees—Alice, Ben, and Charlie—a skills matrix can help you see that Alice excels in analytics, Ben thrives in customer-facing roles, and Charlie is a problem-solving whiz. This visualisation makes it easier to assign tasks based on each person’s strengths and preferences.
Why use a skills matrix?
In a data-driven world, a skills matrix allows you to quantify your insights into your team's capabilities, facilitating informed decision-making. For example, if you’re planning a long-term project, (check out these 5 key factors to consider), a skills matrix can identify gaps, so you on where to invest in training, or what external support you need to find.
Benefits of a skills matrix
Here are five key benefits of using a skills matrix:
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Team assembly: It helps you identify the best team members for new projects or restructuring efforts.
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Training and development: By mapping areas for improvement, the matrix allows for the planning of targeted training initiatives.
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Fostering internal learning: Recognising diverse skills within your team can promote a culture of knowledge sharing.
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Tracking employee growth: The matrix serves as a record of your team’s evolving skill sets.
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Recruitment strategy: It provides data-driven insights to guide your hiring processes, ensuring you fill the right gaps.
Limitations of a skills matrix
As with all tools, a skills matrix has limitations. It requires regular updates to reflect evolving skills and projects, which can be time-consuming. Additionally, evaluating soft skills remains challenging. For example, determining if someone is a good presenter involves subjective criteria that are hard to quantify.
To mitigate these challenges, consider incorporating self-assessments. For instance, your employee might score themself low in presentation skills, despite your high evaluation. These self-assessments might highlight something you’ve overlooked and helps ensure employees are not pushed into roles they are uncomfortable with.
Takeaways
A skills matrix is a very handy tool for visualising the strengths and deficits within your team. It can support you in making informed staffing decisions for projects, both internally and externally. Be mindful of potential biases and always take measures to minimise them, however, they’re still a great string to your bow when it comes to building strong, competent teams.
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