Competency matrix: how to create and implement in the company?

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Do you know what a competency matrix means and how to use it? Today we will see how to create and implement its use in the company. We can classify performance evaluation as a tool that seeks to understand and measure the performance of an organization's employees.

It establishes a comparison between the performance expected of the employee and what he or she actually delivers. This is usually a process carried out quarterly, half-yearly or annually in which a leader evaluates an employee.

This methodology helps to understand whether an employee is below, meets or exceeds the performance expected by the organization. In this sense, human resources management is better informed for decision-making and, based on an analysis of hard and soft skills, that is, technical and behavioral skills, it is possible to outline a strategic plan according to the needs of that employee or team, such as training, promotion, bonuses, dismissal, among others.

What is the competency matrix?
The competency matrix is ​​a tool that relates information. It provides a broader and more complete view of a given context. This makes it possible to compare data to make more accurate and assertive decisions.

The competency matrix is ​​a mechanism that maps the skills that are necessary and desired for an employee to perform their functions correctly and achieve the proposed objectives and goals.

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As a result, this characteristic makes the skills matrix an essential tool for any data- and results-oriented HR professional.

We can certainly say that this process is present in all moments of the employee's life, such as:

Recruitment and selection
Training and development
Performance management
Career plan
Therefore, having people management aligned with the internal public development plan is one of the points that guarantees greater efficiency in the skills matrix.

In short, with the competency matrix in hand, you can obtain more information for assertive decision-making, as you will be able to manage people in a more individualized way, thus valuing the knowledge and skills of each person.

How to create a competency matrix in the company?
Let's now look at a brief step-by-step guide on how you can create a skills matrix in your company and get the best results.

Create a table
First, you need to create a square with three different vertical levels. It can be set up with the skills to be assessed or monitored on one side. In this way, you also need to highlight what is expected of each person within a given project or team.

In the second vertical block we place the members, and in the last section we place the actions necessary to reinforce or improve certain human capital skills.

Information about skills
Second, information about each capability that you want to analyze should be included. All targeted capabilities and data about their usefulness for the project, as well as the date of use, can be included.

Employee performance
In the third step, we must qualify the level of performance of employees in the different skills placed in the knowledge matrix.

In this sense, this serves to indicate what knowledge and skills each employee needs, which helps to create a personal training plan in which they can take advantage of their full potential.

Actions to be implemented
The last step in creating a competency matrix in the company corresponds to valuing the strengths and weaknesses of each person, and of the team in general, with the aim of deciding which actions should be taken to improve the situation.

What are the main competency management models?
In principle, we can say that competency management models have as their main characteristic the performance evaluation focused on the characteristics of each employee. Although most companies work with pre-determined models, they can vary according to the role assumed by the employee or the objective of the corporation.

As a result, these models are not unanimous, that is, they can be changed according to the positions or the segment of the company. Despite this, we find some models that end up being defined by some institutions as the main ones. Let's see below what they are:

Basic
This basic competency management model refers to individual characteristics that are important to the employee and that reflect the values ​​that the company preaches. This model is most often used when selecting new employees.