The document defines a skills matrix as a visual tool for assessing team members' skills and identifying gaps in competencies. It highlights the advantages of using this tool, such as assessing training needs, increasing flexibility, and enhancing overall effectiveness of the team. Additionally, it outlines responsibilities for ownership of the skills matrix and provides guidance on maintaining and updating it.

1. Skill Matrix
By- Md. Mazharul Islam, CSCA

2. Definition
 A Skills Matrix is one of the most simple, but
highly effective, tools available to assess training
needs.
 It is easily reviewed and updated, and presents the
skills of team members in a single chart.
 Definition- “A Skills Matrix is a table that clearly
shows the skills held by individuals in a team, and
the skills gaps within a team.”

3. Features
 It is a simple visual tool to aid in the management,
control & monitoring of skill levels.
 It displays all tasks & skills required to work in an
area or team.
 It displays all current team members.
 For each team member it displays current
competency/ability levels for each task.
 It is a simple tool to aid resource planning.

4. Advantages of a Skill matrix
 Review the skills and competences required for
roles within the team.
 Assess training needs
 Identify gaps in skills within the team
 Build commitment to the development of new
skills.

5. What is its use?
 It highlights training needs for the most important
resource i.e. employees.
 To monitor & control training effectiveness.
 To increase flexibility by allowing people to master
a broad range of skills.
 To increase the effectiveness of an area and the
entire business.
 To match the demands of the business.

6. Key steps
1. Identify the job roles in your team.
2. Review and code standards of
performance.
3. Assess the requirement for on-the-job
training.

7. Jony
Islam
Topu
Samanta
Khadiza
Aziz

8. Who Should Own the Skills Matrix?
 Team Leader: This should visualize the information
relevant to their own team.
 Cell Leader: This should visualize the information
relevant to the cells under their control.
 Manager: This should visualize the information
relevant to their areas of responsibility.
 Head of Business: This should visualize the
information relevant to their areas of responsibility.

9. My Case
 Position- Intern
 Job purposeTo provide administrative, clerical,
secretarial and general support as required
and to undertake reception and similar
duties ensuring that the requirements of
visitors are met. To assist with day-to-day
financial inputting.
 Responsible to: Department Head of ADC and the
Course/Conference Admin Officer on a daily basis.

10. Accountabilities
 To provide reception services including answering
telephone enquiries.
 To assist with the day-to-day running.
 To maintain appropriate databases.
 To deal with all incoming post and to file
correspondence and other papers.
 To carry out general clerical and administrative work,
including
photocopying
and
assisting
with
reproduction/despatch of papers for a variety of
meetings, and support to other officers of the Regional
Assembly as required.

11. Competencies
Behavioral competencies1. Friendly and tactful
2. Sensitive to others
3. Shows initiative
4. Motivated
5. Flexible
6. Methodical

12. Competencies
Technical competencies1.
Ability to progress many clerical tasks at the same
time and to work to tight deadlines
2.
Co-operative, flexible approach and willingness to
work within a team environment
3.
High standard of accuracy
4.
Good communication skills (both written and oral)
5.
Basic numerical ability
6.
Good typing skills

13. Skill Matrix Format
Mazhar
Khadiza
Ela
Nishat
Istiak
Asif
Ashik

14. Up keep of a Skills Matrix
 Is should be handwritten!!!
 Having a computer generated standard format is fine.
 What if someone does not do a job for a while, do they keep the
same skill level?
 Their Skill Level should be frozen, pending an assessment
of the skill in question.
 The skills matrix should indicate that the person needs to
be assessed beside the skill in question.
 A date should be agreed with the employee when they are
going to be reassessed.
 After the assessment, the skills matrix should be updated.