What you should know about skill mapping
Which competencies are lacking in your company? Who wants additional training? Who can a sick employee be replaced by? Using a skill map, the solutions are quickly revealed. This article covers all you need to know about skill mapping, including how it may help you and how to use it effectively.
So, what’s skill mapping?
A skill map is a visual depiction of all the abilities of your staff. It entails determining the talents necessary to fill a certain function, carry out a specific task, or assemble a team for a specific project. Determine which of these talents are currently present in your organization next.
Organizations as a whole, as well as departments, teams, or particular specialties, can use skill mapping. By doing this, you can examine the contributions that each employee makes as well as their advantages and disadvantages.
Although the term “competence” refers to more than just “skill,” it is sometimes used to refer to skill mapping.
What are the benefits of skill mapping?
Creating a visual representation of the talents your company requires might assist bring forth more clarity and insight. This offers several advantages:
- There are instances when just a small number of workers can complete a job to the necessary standard. The precise responsibilities and criteria that are essential to your organization are identified through skill mapping.
- It identifies the workers who might gain from additional training.
- You can determine who among your staff members is the most valuable, as well as who is a specialist and who is a generalist.
- In a flash, HR may construct a candidate profile to replace an employee who leaves your firm unexpectedly, or you can quickly discover potential substitutes for employees absent due to illness.
- You can use it to keep tabs on the development of your teams, departments, and people.
Learn about skill matrices
Although skill mapping offers a wide range of advantages, how does it function? Skill matrices are the most effective approach to represent different degrees of ability.
A skill matrix is exactly what its name implies: a list of all the skill of your staff, arranged in a matrix.
Typically, one abilities matrix is created for each team or department. You next list all of your employees’ names or jobs in the left-hand column, followed by a list of all of their talents in the top row (or vice versa). Once your matrix is complete, enter the employees’ competency levels for each ability.
Skill mapping tips
Use the tips below to get the most out of skill mapping:
1. Begin with a skill evaluation.
You must first decide the talents you wish to evaluate to establish proficiency levels. Hence, the first thing you must do is evaluate to map the skill of your employees.
2. Limit the number of people in each matrix.
The clarity that skill mapping offers is its main benefit. Divide and conquer, or in other words, don’t try to attack every ability and every member of your staff at once. Choose the talents that are appropriate for each team or department after dividing your workforce into them. It’s also a good idea to make distinct matrices for hard and soft talents.
3. Focus on the most crucial concerns.
Although there are practically endless applications for skill matrices, don’t overcomplicate them. To keep things clear, limit your list of requirements to the ones that are most crucial for each position’s activities, abilities, and talents.
4. Use software for skill management
The first instinct of organizations is frequently to design their talent matrices using spreadsheets, however, this isn’t always the greatest option. Spreadsheets quickly grow unnecessarily complicated and have a high mistake rate, not to mention the difficulties they have with version control.
Additionally, because your skill matrices are centrally kept in the cloud, information can be accessed and changed quickly, conveniently, and directly in real-time from the work floor.
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