Skills matrix and skills matrix: Do you need the two?

A comparison between a skills matrix and a skills matrix

Many people do not understand that a skills matrix and a skills matrix mean the same thing in the development of the workforce. People Analytics focuses on support, while talent analysis helps achieve objectives. A skills matrix is ​​mainly used to show the talent of employees according to their technical or professional skills. With him, we notice the skills that are missing, organize training sessions and the allocation of work which corresponds to the capacities of each person. Alternatively, a skills matrix focuses on a broader area by corresponding to the skills of employees to the requests of the position and the values, behaviors and future preparation of the company.

While a skills matrix focuses on what a person can do, a skills matrix focuses on the question of whether they can carry out projects, work with others from various departments and face uncertainty. A summary of the executive is rapid and precise, but a strategic perspective considers everything. For this reason, we must deal with this difference during learning and development planning or making choices on how to manage movements within a company, set up succession plans or update roles to meet new commercial needs.

What is a skills matrix and how is it used?

A skills matrix is ​​a structured visualization, often a grid or a painting, which maps the current skills of employees against those required by their roles or projects. It is generally used by HR teams, project managers or the team that leads to:

" target="_blank" rel="sponsored noopener nofollow">

1. Evaluate the current skills levels of team members.
2. Identify shortages or critical skills gaps.
3. Plan targeted reversal or reskilling initiatives.
4. Allocate resources according to the availability of skills.

Often, each skill in the matrix obtains a score between beginners and expert, is given by the individual, the manager or measured by skills assessments. Skills data are already used to guide training strategies by 46% of L&D leaders in 2025, compared to 36% in 2022, according to a LinkedIn report. This increase shows that having a skills matrix is ​​now standard in agile staff planning.

However, the skills matrix focuses solely on specific skills and lacks others. Skills and know-how are examined, although it does not include behavioral factors that could play a role in the way a person behaves in their work. For this reason, the skills matrix is ​​so important.

Define the skills matrix: a strategic perspective

The skills matrix is ​​built on the skills matrix By bringing together the expected behaviors, what the organization represents and professional roles organized in a solid competence framework. Although the skills matrix is ​​linked to the closing of skills gaps, the skills matrix aims to correspond to the development of each employee with the overall management of the organization.

" target="_blank" rel="sponsored noopener nofollow">

A skills matrix understands not only what people do in their work, but also how they are supposed to behave and think. Instead of only having skills in project planning and risk management, a good project manager can also use strategic thinking, influence and collaboration between different teams. To assess these skills, behavioral descriptions are used, often confirmed by the contribution on all sides and records of the objectives achieved.

McKinsey indicated that companies applying a skills framework to their HR system have seen employees engage 30% more and build their management team 20% faster (according to the source). Obviously, the creation of a skills matrix is ​​useful both to learn the skills of a team and prepare the team for what awaits us.

Skills matrix vs. skills matrix: a functional comparison

Although the two matrices are precious, understanding their functional differences can help organizations choose the right approach according to their objectives. Here's how they compare themselves in a professional context:

1. Development domain
   A skills matrix focuses on What People can make – technical or specific roles. A skills matrix focuses on how People play their roles and interact with others.
2. Evaluation method
   Skills are often self-evaluated or tested using skill scales. Skills are evaluated by behavioral examples, comments and sometimes psychometric tests.
3. Scope of the application
   Skills matrices are mainly used in short -term resources, project assignments or training needs. Skills matrices guide performance reviews, succession planning and cultural alignment.
4. Integration with a skill framework
   A skills matrix can work in isolation. A skills matrix is ​​almost always part of a wider skills framework, makes it more strategic and aligned with commercial results.

When used together, the two tools can offer a 360-degree view of the labor potential. For example, the use of a skills matrix for daily operations and a skills matrix for the career path creates a balanced development ecosystem.

The role of a skills framework in training the talent strategy

A skills framework is the foundation on which skills matrices are built. It defines the basic skills required between roles and levels within an organization, often grouped into categories such as cognitive, interpersonal and leadership skills. These executives guarantee consistency, transparency and objectivity in performance and development assessment.

Skills frames generally include:

1. Basic skills: Applicable to all employees, such as communication or teamwork.
2. Functional skills: Specific to roles or departments.
3. Leadership skills: Focused on strategic thinking, decision -making and influence.

IBM and Google are good examples of organizations using a skill framework in performance assessment and for their recruitment, their start -up employees and promotions. The report notes that around 72% of very prosperous companies have improved their skills models in recent years to meet the expectations of digital and hybrid labor.

If a solid framework is used, the company's culture is adopted by employees, unnecessary prejudices are avoided and the advancement depends on the achievements of each person.

Which one should you use? Do you need both?

To what extent your organization is mature, what are your main objectives and what problem should be solved to use a skills matrix or a skills matrix. If you wish to accelerate the execution of your project or immediately approach urgent training, a skills matrix will help you with useful and fast information. To develop talents or strengthen your long -term culture, you will want to trust a skills matrix created using a key skill framework.

Today, several organizations use these two systems together. For example, a skills matrix can emphasize someone who could supervise a sprint, and a skills matrix would show a team of products that has potential and appropriate skills to direct a new range of products.

The combination of these tools in a talent management system creates operational efficiency and allows companies to adapt well to sudden changes in the field of recruitment.

Final reflections

Understanding the difference between a skills matrix and a skills matrix is ​​the key to developing a team that can succeed, respond to change and follow the future. The skills matrix only concerns the current role and production of a worker, while the skills matrix examines the possible behavior and growth of all skills. The strategic use of two parts can help teams, managers and workers achieve the company's future objectives while making their own career more satisfactory.

If your organization cares about developing its inhabitants, you must now go from checking skills to promoting skills. This difference can decide whether your organization has been exceeding in the coming years.

Skills caravan

Skills Platform of Participroduct Caravan Participation Library, Content library, engagement platform, accreditation and impact report, we automate and integrate the learning and development process.