7 notes to build an Effective Competency Matrix (Part 1)

Many organizations maintain a competency matrix with nomenclatures as Qualification Matrix or Skills Matrix to determine the required competency for employees working in different functional areas to identify any skill gaps, bridge those gaps through a well-defined competency development program such as training programs and assessments to verify employee comprehension.

Many organizations build competency matrices to identify the competencies needed for employees working in different functional areas, to determine if there are any skill gaps, thereby narrowing the gaps. gap through capacity development program. However, even if an employee does well in the post-training test, the assessment of ability to apply knowledge is not considered as an effective training course. Because according to standard requirements, the purpose of training is to improve the learner’s ability to ensure that he or she is competent to produce the intended result, not a certain knowledge.

Through the application of the capacity matrix, it is possible to solve the above problems. See 7 notes to build an effective competency matrix.

Start with Job Description (JD)

Have a look at your job description document and ensure that for a particular job function the needed skill and its level are determined in it. If not then you may need to amend the JD of each function for specifically mentioning the needed skills to perform that job effectively. In other words, your competency matrix should have a link with the JD of various functions within the organization.

Determine the cluster of skills

It is advisable if you could figure out various cluste

rs of skills to group the various skills or the training topics meant to develop a particular skill. For example, you may determine a cluster of basic skills needed for all job functions like Induction training, know-how of general requirements for the applicable industry, basic safety procedures etc.

And, then separate cluster of technical topics of critical skills. For instance, you may form a separate cluster of topics related to the management systems and group all types of skill required on ISO standard such as basic skills, internal auditor skills or advance knowledge of various management systems being followed within the organization. If you wish then may put the 7 QC Tools, Six Sigma etc. in the same cluster.

Discuss with Team

Discuss with each team member his or her knowledge and even their interest areas ranging all other areas beyond their scope of work too. It’ll help you to utilize their excess knowledge for other job functions as well.

Productivity and Quality Office