But to get the most out of this data, you have to build the right foundation. Download Kahuna's how-to guide to get started with your operational skilling program, and learn how to build a comprehensive skills framework that fully represents the needs of your business.
To implement skills management effectively within your organization, think of it as a complete business program made up of 4 processes: Curate, Assign, Assess, and Develop.
“We are now able to identify critical talent and capabilities essential to the long-term success of our organization. We have increased transparency and shortened time to determine development priorities. This data has proven critical due to how essential our people are to organizational success now and in the future. We can identify development needs and the emerging skills essential to future growth."
- Global Talent and Learning Technology Manager, Aggreko
Navigating through the roles and requirements of your organization to create a standard skills framework can be overwhelming. Our skills matrix template will walk you through the process, teaching you:
Match the structure of your skills library to the organizational structure of the business and business units.
Focus on the skills associated with your top business drivers and your most important operational outcomes.
Define the detailed skills for the highest priority facilities, departments, or teams, and align them to your business processes.
A skills matrix is a grid-like tool that displays required skills and proficiencies in correlation to job roles. It provides a centralized, visual representation of skill requirements, what skills are available within your workforce, and where gaps exist. An ideal skills matrix provides data-driven insights into workforce skills at a variety of levels - individual employees, teams, and organizational divisions.
A skills matrix makes your workforce data more accessible, convenient, and reviewable. When you’re able to see this data in one comprehensive picture, you can spend less time searching through files, and more time acting on the data the skills matrix gives you. Here are a few examples: project staffing, skills gap analysis, capability building, and succession planning.
To create a useful skills matrix, you need to first establish a skills framework that fully reflects the needs of your business. Kahuna's skills matrix template provides guidance in how to create, prioritize, organize, and digitize your workforce skills in a skills matrix.
The main difference between a skills matrix, competency matrix, and capability matrix is the terminology. No matter the name, the visual tool displays an employee or team's proficiency level against various skills, competencies, knowledge, experiences, and abilities associated with their job role or roles. Organizational leaders and managers can use the matrix view to understand workforce capability, identify skills gaps, and strategically build and deploy teams.
A skills matrix provides ample benefits to the organization, enabling a better understanding of current workforce skills, competencies, knowledge, experiences, and capabilities.
Organizations with clear visibility into their workforce skills can proactively plan for the future of work, make data-driven workforce decisions, and be competitive in the marketplace. Talk with one of our experts and we'll help you build a business case for skills and competency management.