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People Management Skills Matrix

People ManagementSkills MatrixTraining PackPurpose of ModuleTo enable attendees to visually recognise varying levels of ability in a structured way. Todevelop focused training plans to maximiseflexibility and to enhance the development of every What is a Skills Matrix ? What are the key elements of a Skills Matrix ? How to we quantify the Skill Levels What is a Skills Matrix used for? How Skills Matrices focus training plans? How to develop a Skills Matrix . How to Skills Matrices drive improvements. Monitoring and control of plans. Skills Matrix Standard Format. Who should own the Skill Matrix ? Upkeep of the Skills MatrixWhat is a Skills Matrix ?

What is a Skills Matrix? • It is an integral part of our Visual Management System (VMS). • It is a simple visual tool to aid in the management, control & monitoring

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Transcription of People Management Skills Matrix

1 People ManagementSkills MatrixTraining PackPurpose of ModuleTo enable attendees to visually recognise varying levels of ability in a structured way. Todevelop focused training plans to maximiseflexibility and to enhance the development of every What is a Skills Matrix ? What are the key elements of a Skills Matrix ? How to we quantify the Skill Levels What is a Skills Matrix used for? How Skills Matrices focus training plans? How to develop a Skills Matrix . How to Skills Matrices drive improvements. Monitoring and control of plans. Skills Matrix Standard Format. Who should own the Skill Matrix ? Upkeep of the Skills MatrixWhat is a Skills Matrix ?

2 It is an integral part of our Visual Management System (VMS). 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 are the Key elements of a Skills Matrix ? Skills /Tasks Team/Area:Team Members Team/Area: Team/Area Leader: Date: Skills /Tasks Name Dick Developer Coach Skill Level Key Un-Trained Learner Practitioner Harry Skills /Task Score Riveting Deburring Name Score Tom Milling Drilling Grinding PaintingOff Sick or on Holiday12314241024812812512412712 Scoring3572 Possible Key Performance IndicatorHow do we Quantify the Skill Levels?

3 Untrained:No experience of the skill/task/work :Being taught the skill/task/work :Can carry out the skill/task/work instruction/package: Safely. To the correct quality standards, first time. Without assistance. To times the standard cycle time is still not up to :Can improve the skill/task/work instruction/package: Safely. To the correct quality standards, first time. Work to the standard cycle :Someone who has the skill level of a Developer, but can train & develop others in carrying out the skill/task/work instruction/package: Safely. To the correct quality standards, first , Please Turn do we Quantify the Skill Levels?

4 In setting skill levels our aim is to be: Objective. Consistent Fair to all employees. Use our procedures, these should have necessary information on: Standard Operations. Standard cycle times. Design Specifications. Quality do we Quantify the Skill Levels? StandardCriteriaUntrainedLearnerPractiti onerDeveloperCoachStandardOperationNo ExperienceCan do withassistance &reference to do withoutassistance orreference to theStandard improve train othersin the TimeNo ExperienceCan complete theStandardOperation, slowerthan CycleTimeCan complete theStandard Operation,in Cycle Timeor quickerCan work to theStandard CycleTime or work to theStandard CycleTime or ExperienceCan build torequiredspecification onlywith assistance &reference to build to therequiredspecification withoutreference to theStandard train othersto the Key PointsNo ExperienceUnderstandsqualityspecificatio n &key points, but cannot achieve requiredquality standards &can demonstratereasons for takecorrective train othersin the of Comparison Std Times Example: A Drilling Skill could consist of the following procedures.

5 StandardCycle TimeTomDickHarry Pre Safety Checks60 Seconds65sec60sec95sec Drill Bit Attachment40 Seconds50sec40sec75sec Marking Up180 seconds175sec175sec300sec Initial Hole Set-up60 Seconds65sec55sec85sec Alignment100 Seconds120sec95sec160sec De-burring/Swarf Cleaning60 Seconds65sec55sec75sec Post Safety Checks60 Seconds60sec60sec90sec Tool Maintenance300 Seconds350sec290sec450sec Total =860 x Standard =1290 Std> Skill Level do they have (assuming they have done the jobs safely & to the correct quality first time)?PractitionerDeveloperLearnerWhat is a Skills Matrix Used for? To establish all Skills required in an area or team.

6 To visually share information. To quickly identify current available Skills and future requirements. To examine where our strengths & weaknesses are. As a day to day planning tool to use Skills where they are most needed. As a planning tool to organise adequate cover for holiday & sickness. If done fairly, to keep employees motivated & reduce , Please Turn is a Skills Matrix Used for? It highlights training needs for our most important employees. To monitor & control training effectiveness. To increase flexibility by allowing People to master a broad range of Skills . To drive improvements as part of a Visual Management System (VMS).

7 To increase the effectiveness of an area and the entire business. To match the demands of the Skills Matrices Focus Training Plans It highlights training needs for our most important employees. To monitor & control training effectiveness. To increase flexibility by allowing People to master a broad range of Skills . To drive improvements as part of a Visual Management System (VMS). To increase the effectiveness of an area and the entire business. To match the demands of the to Develop a Skills MatrixCHECKCHECKDODOPLANPLANACTACTMake visual on the Skills Matrix the ability or competency for each team member against each task.

8 Establish all tasks required in the team or area. Establish all the team members. Develop all procedures for all tasks. Define Skills required for each task. Define level of ability/competency. Define how we measure team members against procedures & performance Skills Matrices Drive Improvements Improve the Procedures based on the learning. Retrain the team members. Get a team together to focus on improving the procedure. Evaluate if a Procedure has not been improved for a while. Check effectiveness of the Benchmark ACTACTPLANPLANDODOCHECKCHECK Train all team members with the Procedures. Define Benchmark Procedures - this should have been achieved when formulating the skill.

9 Do a Kaizen activity to improve the procedure. Monitoring and Control of Plans Troubleshoot abnormalities from the standard. Introduce new improvements & re-train. Review & update Personal Development Plan. Assess performance & compliance against procedures - Do Gap Analysis. Assess improvement against training & development plans -Do Gap review of Work Instructions with a selection of team a schedule for re-assessment of the tasks or Work Gap Analysis for a KPI CURRENT STATE FUTURE STATE 20 Points 40 Points (Potential Performance Graph in Points) 20 Employees 20 Employees 80 Points Potential 80 Points Potential 80 Points Potential 80 Points Potential 25% Skill Level 50% Skill Level (Potential Performance Graph in %)

10 POINTS % Current Future Current Future 25% 50% 0 Points 1 Points 2 Points 0% 75% 100% 3 Points 4 Points 100 90 80 70 60 50 40 30 20 10 20 10 100 90 80 70 60 50 40 30 Illustrating Gap Analysis for a KPIHow to How to How to How to Develop a Develop a Develop a Develop a Skills MatrixSkills MatrixSkills MatrixSkills MatrixMonitoring & Monitoring & Monitoring & Monitoring & Control of Control of Control of Control of PlansPlansPlansPlansHow do Skills How do Skills How do Skills How do Skills Matrices Matrices Matrices Matrices Drive Drive Drive Drive ImprovementsImprovementsImprovementsImpr ovementsGoalGoalGoalGoalSkills Matrix Standard Format Team/Area: Team/Area Leader: Date: Skills /Tasks Name Developer Coach Skill Level Key Un-Trained Learner PractitionerWho Should Own the Skills Matrix ?


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