ASkills Matrix can be developed for both operational and project environments, to efficiently assess and track both stakeholder groups and individuals whilst on their learning journey.
It is a visual way of assessing an organisation’s ability to meet the essential knowledge and skill requirements of a project in order to embed change.
These changes are highlighted within a Change Impact Assessment,[1] as large or complex change will often have an impact on stakeholder groups roles and responsibilities – this shift requires on-going support.
Why is it used?
A Skills Matrix is developed to identify specific gaps in team or group knowledge, it accurately illustrates Where training is required. Whereas a Training Needs Analysis [2] (TNA) identifies What, How and Who requires training. A Skills Matrix breaks that down further to continually assess group knowledge against target.
When is it helpful?
It is advisable to introduce a Skills Matrix when there are new or significantly updated systems and processes being implemented.
It enables timely and precise decision making around investment in Learning & Development strategy.
How is it applied?
Firstly, identify all skills required to meet the need of change in a column – this is easiest produced in an Excel-type platform. Ensure all critical skills are marked as such – these will be closely monitored.
Once a comprehensive list has been created, across the horizontal, list all stakeholder groups or individuals to be tracked.
Using a grading of 1-4, 1 (marked as red) Not Trained, 2 (marked as deep amber) Requires Support, 3 (marked as light green) Fully Trained, 4 (marked as deep green) Trainer.
This approach results in a visual heat map of organisational capabilities.
Provide link to TNA card content.
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