What is Skill Matrix? Skill matrix is a tool to assess training needs.

It is a table that shows skills of individuals in a team and any gaps between the skills of employees and the j ob roles they have. It is also known as a competency framework. The Skills Matrix is the heart of your Career Portfolio. In the matrix you can a dd different skills and experiences you've acquired through classes, jobs, and o ther activities. As you complete your education and after graduation, your matri x will grow with your accomplishments. Don't expect to fill up every section rig ht away; your portfolio is meant to be developed over time as you master new ski lls. Skills include Communication, Creativity, Critical Thinking, Leadership, Life Ma nagement, Research/Project Development, Social Responsibility, Teamwork, and Tec hnical/Scientific. You can also add your own skill. Experiences describe where and how you've obtained those skills, including Courses, Jobs, Service/Volunteer Work, Memberships/Activ ities, and Interests/Life Experiences. Skills and experiences are acquired through a variety of ways: internships, part -time jobs, extracurricular activities, volunteer positions, etc. You even gain new experiences and skills from your courses in each semester. You can include a ny academic or extracurricular experiences that have helped you increase your se lf-awareness and your career development. Needs & Importance of Skill Matrix:To be most useful, skills management needs to be conducted as an ongoing process , with individuals assessing and updating their recorded skill sets regularly. T hese updates should occur at least as frequently as employees' regular line mana ger reviews, and certainly when their skill sets have changed. Skills management systems record the results of this process in a database, and allow analysis of the data. Skills management provides a structured approach to developing individual and co llective skills, and gives a common vocabulary for discussing skills. As well as this general benefit, three groups of employees receive specific benefits from skills management: 1) Individual Employees: As a result of skills management, employees should be a ware of the skills their job requires, and any skills gaps that they have. Depen ding on their employer, it may also result in a personal development plan (PDP) of training to bridge some or all of those skills gaps over a given period. 2) Line Managers: Skills management enables managers to know the skill strengths and weaknesses of employees reporting to them. It can also enable them to searc h for employees with particular skill sets (e.g. to fill a role on a particular project). 3) Organization Executives: A rolled-up view of skills and skills gaps across an organization can enable its executives to see areas of skill strength and weakn ess. This enables them to plan for the future against the current and future abi lities of staff, as well as to prioritise areas for skills development. Steps Involved in Skill Matrix. Identify needed skills Map employee capabilities against skill areas Look for weaknesses and gaps Prioritize needed training Develop action plan to implement Use of skill matrix in Training & Development The Skills Matrix offers a range of legal compliance training products as well a s other training and consulting services. The Skills Matrix is providers of Client-focussed training in skills developmen t and expertise for industry and mining in the areas of safety, materials handli ng, and road transport and leadership development.

To provide on-site training services to corporate business, mining and governme nt in the materials handling, road transport, safety, and civil engineering and building industries. The Skills Matrix provides training, which is a legal requi rement in terms of the Occupational Health and Safety Act, 85/1993 (Driven Machi nery Regulation 18 Sub regulation 11) and will issue certificates of competency, which are valid for two years in terms of the Act.