Skills Matrix Gap Analysis 

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.

Skills Matrix Gap

Provide link to TNA card content.

Altruistic Ventures Ltd
Company Registration: 12440139

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