Skill Matrix

What Effect Does Skill Matrix Have on People Analytics for HR Decision Making

Skills Matrix is an essential tool, without which it isn’t effortless to get the broad vision of the team’s capabilities, develop growth plans and build an efficient and effective strategy. It is the foundation of talent management. It is a worthwhile effort for all HR managers to build Skills Matrix, regularly. Due to the fast-changing landscape of our industry, IT fields permit a frequent schedule.

Advantages of Skills Matrix on ‘People Analytics’

Skills Analytics helps to drive efficiency in different ways.

It is beneficial to the Individual, Organisation, as well as to the Team and the Company as a whole, for HR decision making— 

·       *Individual Virtue-

Skills Analytics has a composite effect. 

Firstly, it makes the individual aware of the skills needed for the team to perform efficiently. 

Secondly- it gives the personal insight of their competencies and what they bring upfront. This is a good start for learning and development opportunities.

        *Organisational Perk—

The business gets an overview of available competencies and areas of improvement. These are the areas where the organisations can invest their learning and development budget into, to function better. 

·        *Benefits to the team—

Competency Matrix is a tool to help the team as a whole. The team gains a quick overview of the skills that are present and the ones that are missing. The missing skills can be found by hiring people with relevant capabilities.

 Also, the team is more aware of its weak points and can take care not to let the missing skills interfere with the performance.

·        *Client Convenience: The final stakeholder, clients, receive a better service. It doesn’t matter whether they are internal or external. The teams have increased awareness of missing skills which help in preventing issues.

Skill Matrix are sorted as—

  1. Individual Skills Matrix

Individual Skills Matrix allows you to compare an employee’s current Skills and Proficiencies to the ideal state of skills and proficiencies–as previously designed for that role. This can help in Skills Gap Analysis


Useful insights help to—

Develop training plans to improve individual Skills Matrix; allot a project head based on strengths identified in your Skills Ontology; perform more effective performance reviews that help the growth of the employees.

b. Title Role Skills Matrix 

This type of Skills Matrix is suitable for companies with many employees in the same role. Example, a team of data engineers or IT project managers. Using the Skills Matrix, you can recognise and compare current skilled employees with the group. 

Check to see if—

–there are weak points, gaps across the entire role, and what the strengths are of the team as a whole.

The Role Skills Matrix can help you find answers to the above questions.

c. Project Skills Matrix 

Project Skills Matrix– lets you–look at a specific project and build a high-performing team of complementary skills using a data-driven approach. First–seal the skills, roles and proficiencies needed for the project and second–compare team member’s individual skills matrix to the needs of the project–whose current skill set fits best and in the role they belong to. 

The Project Skills Matrix is very time-consuming but will help you get rid of any guessing when it comes to choosing the project team; advocate your decisions with real data and raise the team’s performance before the project starts.

 d. Team Skills Matrix 

This type gives an actual Ariel perspective of your organisation. Here you are evaluating the team’s, collective proficiency in each skill, instead of looking at individual proficiencies. A team skills matrix is developed to aid– any skill gaps in the team’s overall projects, that fit best with your team’s current skill set. 
Check out our high performing skills managing tools Skills ontology, Inventory skills, gap analysis skills, HR analytics, and workforce analytics and let us know the feedback.

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