Today, the HR executives view learning as a strategic component of their overall HR mission and are influencing integrated Skill Management Applications to drive optimal employee performance.

Skills Matrix needs to be assigned, taught, nurtured and measured across the full employee talent management lifecycle to drive optimal business results. The best way to prepare employees for meeting organizational objectives is to focus the training in three major areas of Skill Matrix. By using a specific learning solution that is capable of delivering optimal training for each type of skill, will drive performance within the company as employees develop their skills.

Let us understand the three critical skill areas and how to drive Employee and Organizational Performances.

• Emotional Intelligence Quotient Advancement—

‘Soft Skill Development’ aims for the improvement of an employee’s capabilities and behaviour. It helps with communication, negotiation, personal effectiveness, problem-solving, thinking and team-building skills that control the interpersonal actions inside and outside of a business. Skill Management Application provides a variety of training sessions, making it an optimal training method for soft skills development. Using short learning modules, employees can view common scenarios and engage in periodic checkpoints that estimate their choices. Using HR solutions that amalgamate talent and analytics, can help the business link—sales and customer satisfaction from the field, to specific soft skill growth initiatives. These measures will help the enterprise determine which employee has high competency in certain areas and which should supplement their skill with more training.

• Effective Skill Improvement—

Effective Skill Improvement targets an employee’s improvement of “technical knowledge or hard skills” that include data analysis or equipment operation. An organization cannot sell products or services if its employees do not maintain the right skills to perform their job requirements efficiently. Training for technical knowledge often takes place when an employee is preceding a task that requires new skills. Due to functional skills being measurable, companies can test their employees’ capabilities while hiring, recruiting and regularly after that. As part of the performance review process, businesses can compare an employee’s knowledge of specific tasks on the job and their understanding based on testing, as recorded in an organization’s learning solution.

• Developing Compliance

Compliance requirements tend to be specific to the company. Many industries find themselves facing detailed and stringent compliance regulations that require sufficient training to prevent violation of legal standards. Applying a learning management system, that supports compliance completion tracking as well as requirements around logging and validation, can help make sure that the company has taken proper steps to prevent mistakes and breaches of the law. 

Inference—

“Employee training and Development”- for soft skills, technical knowledge and compliance-based needs to be assigned, taught and measured across the entire employee talent management lifecycle, to attract optimal business results. By linking these critical components across the whole employee Skill Matrix process, the business can manage better, reward and improve the skills of every individual employee across the organization.