Strategic consultancy for the introduction
of an e-learning platform
This innovative Trentino company, operating in the energy saving sector, is experiencing exponential growth.
For this reason, together with the management, we carried out our strategic consultancy process to understand what the introduction of a well-used e-learning platform would facilitate in company processes.
An e-learning platform is not just about equipping yourself with a tool to publish courses via the internet but, as we know, it also means designing training courses, both traditional and using technologies, to concretely resolve gaps and corporate know-how problems.
And insert the skills matrix system in order to make staff growth more automatic in terms of speed of problem solving, proactiveness and knowledge of company technology.
A skills matrix is a tool used by organizations to identify, assess and visualize the skills needed for roles within the company. This matrix helps you understand employees' current skills, identify gaps and plan the development of necessary skills.
This is how a skills matrix is usually structured:
- Skills List: Identifies the skills needed to successfully perform a given role or task within the organization. These skills can be technical, behavioral, managerial or industry-specific.
- Competency Levels: Each competency listed in the matrix is rated on a scale of levels that indicates an individual's degree of mastery or competence in that specific area. For example, levels such as "basic", "intermediate", "advanced" or numeric can be used to represent skill progression.
- Association to positions or roles: Skills are associated with different roles or positions within the company. This allows you to identify which skills are required for each role and helps in the assessment of skills gaps.
- Current Skills Assessment: Employees are assessed based on the skills listed in the matrix. This can be through self-assessments, manager assessments, or other skills assessment methods.
- Skills development planning: Once skills gaps have been identified, the matrix can be used to develop individual or group training and development plans to fill those gaps and improve the skills needed for each role.
Skills matrices are useful tools for improving human resource management, fostering employee professional development, aligning skills with company objectives, and planning skills-based internal hiring and promotion strategies.