Make better decisions with trusted Skills Matrix software
Cloud based skills matrix software that enables you to quickly make data driven decisions and report on the skills of your employees, teams and across your organization.
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Automatically visualize your skill competency data in seconds
Scenario planning around the skill competencies of your teams
Career planning based on the goals of individuals and organization
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We’re able to use the Skills Matrix to immediately see Skills Gaps and areas of development.
Optimizing Your Skills Matrix: Common Questions on Talent & Competency
What is a skill matrix?
A skill matrix is a visual management tool used to map the specific capabilities and proficiency levels available within your workforce. It serves as a grid that intersects available talent with specific role requirements, allowing leaders to objectively assess the collective competency of a team. By clearly displaying this data, organizations can move beyond guesswork to spot critical gaps and ensure they have the right mix of skills to meet strategic goals.
What is the difference between a skills matrix and a competency model?
While often used interchangeably, there is a distinct difference in scope. A skills matrix typically maps specific, granular technical abilities required for a role (e.g., “Python programming” or “Forklift operation”). A competency model is broader; it encompasses the combination of skills, knowledge, and behaviors—such as leadership or adaptability—that define high performance. An effective workforce strategy usually integrates both to provide a complete view of organizational health.
How does a skills matrix support strategic workforce planning?
A skills matrix transforms subjective employee data into objective workforce intelligence. By visualizing the distribution of capabilities across your teams, you can instantly identify critical gaps, single points of failure, and over-reliance on external contractors. This allows leadership to transition from reactive hiring to proactive talent planning, ensuring you have the right people in the right roles to meet future business goals.
How often should we update our talent capability data?
Static spreadsheets often become obsolete the moment they are saved. To maintain true competency agility, your matrix should be considered a living ecosystem. Best practice suggests reviewing core technical skills quarterly and broader behavioral competencies bi-annually during performance reviews. However, modern platforms allow for real-time updates, empowering talent to validate their own skills as they complete projects or certifications.
Can a skills matrix help with employee retention and engagement?
Absolutely. One of the top drivers of talent turnover is a lack of development opportunities. A transparent matrix shows your workforce exactly what is required to advance to the next level. By linking identified skill gaps directly to Learning & Development (L&D) initiatives, you demonstrate a clear investment in their career growth, significantly boosting engagement and retaining top competency within the business.
What specific data points should be tracked in a modern skills matrix?
Beyond just listing job titles and technical skills, a robust matrix should track proficiency levels (e.g., 1–5 scale), interest levels (does the talent want to use this skill?), and certification expiry dates. Advanced workforce matrices also track “adjacent competencies”—skills that are similar to what an employee already possesses—to identify candidates who can be rapidly upskilled to fill emerging roles.
How do we identify the right skills to track for each role?
Start by analyzing your high-performing talent to see what common attributes contribute to their success. Combine this with a review of your strategic business objectives to determine which competencies will be required in 12–24 months. It is crucial to standardize this taxonomy across the workforce so that you can compare capabilities between different departments and regions accurately.
Why aren't spreadsheets enough for managing our skills data?
While spreadsheets are familiar, they create “static” data islands that quickly become obsolete. A spreadsheet cannot verify if a competency is current, nor can it automatically trigger a workflow when a certification expires. By moving away from manual entry to a dynamic platform, you ensure your workforce intelligence is based on verified, real-time data rather than self-reported guesses. This shift allows you to make critical talent decisions based on truth, not just cell formulas.
