What is a skill matrix?
Visit skill matrix is a talent management tool that maps the know-how available and needed within a production team. A key tool for business management and human resources managementit facilitatesassignment the right people in the right jobs, the managing versatilityand audit preparation.
It is based on a frame of reference clear, integrating :
- L'employee interest for each skill
- Visit technical skills and soft skills
- Visit regulatory certifications
- Visit expiration dates
It is also a lever for optimizing career management, customer relations and skills gaps, thanks to tailored management solutions.
The different types of matrices available
- Versatility matrixThe "multi-tasking" approach: emphasizes the ability to hold several positions.
- Authorization matrixfollows compulsory certifications (e.g. electrical clearance).
- Training matrixThe "Skills" and "Personalized career paths" section.
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Building an effective skill matrix
- Integrate matrix in a management software connected to information system RH
- Identifying key skills with managers and project managers
- Defining mastery levels (beginner, operational, expert)
- Evaluate via self-assessments, managerial evaluations and feedback 360°
- Update regularly after training or change of position
A high-performance management solution can also automate inventory management, forecast skills and centralize data in a CRM or business intelligence tool.
Concrete benefits for your industrial site
- Real-time visibility for identify qualified employees
- Anticipation loss of know-how and training planning
- Assignment optimization thanks to indicators and dashboards
- Strengthening leadership and decision-making with reliable data
- Continuous improvement performance through alignment with objectives
For managers and HR departments, skill matrix integrated into a management software package becomes a strategic tool for forward-looking skills management, training management and customer relationship management.
Defining mastery levels
A clear rating scale makes it possible to evaluate skills objectively. Recommended approach:
Level 1 - Beginner
Level 2 - Operational
Level 3 - Expert
The evaluation and updating process
The matrix must remain a living tool:
- Initial assessment by the manager with validation by the operator
- Updated after each training course or qualification
- Quarterly skills review with teams
- Follow-up of authorization expiry dates
- Update during annual performance reviews
Management software packages automate this process, integrating data into a collaborative dashboard and ensuring full traceability of updates.
Mistakes to avoid
Several pitfalls can compromise the matrix's effectiveness:
- List too many non-essential skills
- Neglecting operator validation
- Forget to update regularly
- Limiting yourself to technical skills
- No clear definition of expected levels
Digitizing the skill matrix
Switch from Excel to SaaS management tool allows :
- Real-time updates
- Automatic alerts
- Monitoring skills and certifications
- Collaboration between HR and operational functions
- Reporting and dashboards customizable for strategic steering
Real-life industrial applications
Here are some examples of the concrete impact of a digitalized skill matrix :
Groupe SEB Digitalization has made it possible to :
- Delete 35 Excel files
- Save 30% in scheduling time
- Digitizing 569 skills for 166 employees
LVMH Fragrances Brands At the Beauvais site (235 employees), the digital matrix has :
- Minimized assignment errors
- Centralized skills tracking
- Easier management of 90 weekly temps
Trigano's experience illustrates these limits: more than 50 Excel files were needed to track skills, wasting a considerable amount of time.
At Shiseido (see video Shiseido case), digitization has enabled division managers to save 4 hours a week and increase the versatility of their teams by 34%.
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