Self-assessment voor (nieuwe) medewerkers: de basis van een skills matrix

Tijdens dit artikel vertellen we je over het belang van een self-assessment voor nieuwe medewerkers. Ontdek hoe zelf evaluatieprocessen bijdragen aan een effectieve onboarding en het identificeren van ontwikkelingsbehoeften van nieuwe teamleden.

self-assessment voor (nieuwe) medewerkers

In this article we explain what this looks like in practice by explaining how self-assessment can help employees gain recognition and why tracking staff competencies and skills within a skills matrix can help managers make business decisions in a transparent manner. to take.

Let’s start with the definition of self-assessment for (new) employees. Self-assessment is, as the name suggests, a method that helps employees gain insight into their current skills and competencies at work and also helps to identify where there is still room for improvement. And companies ultimately use self-assessment for (new) employees to build on the results it delivers as a transparent skills management tool.

But for optimally designing business processes or quickly putting together project teams, it is useful to have an overview of the skills, competencies, knowledge, certificates and qualifications that the employees of your organization possess.


But what is a skills matrix? Copied

A skills matrix (also known as a skills matrix) is a useful tool for mapping the core competencies, skills, qualifications and certificates of the people within your organization in a clear and concise manner.

A skills matrix is ​​exactly what the name suggests: an overview of employees with their skills and qualifications in matrix form.

They are mainly used by HR managers, executives and project leaders. Matrices are a great addition for companies that have embraced skill pool management. By using a skills matrix, you can see at a glance what vulnerable points or skills are and who has the right certificates and/or qualifications to perform a task.


Competencies versus skills – self-assessments for (new) employees Copied

To perform a good self-assessment, employees must know the difference between these two concepts. They may look similar, but in practice they mean something different. Especially when it comes to career development or being hired for a new position.


What are skills?

Skills are certain learned techniques that are necessary to perform a certain task well. The examples depend on the position in question and can range from customer management to coding and from welding to tender writing.

But there is a difference between hard skills and soft skills. A hard skill is a technical skill that a professional with certain qualifications or work experience can demonstrate and a soft skill is a non-technical skill that is less clearly defined in certain industries.

Examples of skills : customer management, tender writing, computer programming and foreign languages.


What are competencies?

And competencies, on the other hand, are a behaviorally observable combination of knowledge, skills, attitude and/or personal qualities that enable someone to perform their work well. Examples of competencies within a position include improving business processes, strategic planning and data-based decision making.

Examples of competencies : analytical knowledge, negotiation, problem solving, strategic planning and data-based decision making.

Read on, because we will delve deeper into the skills matrix behind the self-assessment for (new) employees and explain how they can help managers run less business risk by keeping an eye on the skills of their staff.


How does self-assessment of skills benefit employers? Copied

With a skills matrix you can find out a lot of information, mainly whether an employee is suitable to perform a certain task or position based on his individual skills, competencies and qualifications.

But what benefits does this have for employers to assess employees? By setting up a skills assessment system, employees are encouraged to work harder and significantly improve their skills, which in turn benefits an organization through the invested time, skill and loyalty of employees towards the company.

More importantly, this gives managers a broader perspective and overview to plan properly and ensure production continuity.


Self-assessment – ​​the basics of a skills matrix explained Copied

There are basically two ways to assess the skills of your staff. Managers and team leaders monitor the skills and competencies of their staff with training plans and audits. And some organizations prefer to let their employees carry out self-assessments themselves.

In short, a skills matrix is ​​mainly used to keep all important information about skills, knowledge and qualifications of all employees clearly and in one place. This database proves invaluable when an operational process or project is planned internally.

This way you can find out whether the employees have sufficient skills and see who has certain qualifications or sufficient knowledge to perform a certain task.


What should a skills matrix consist of?

A skills matrix consists of a table of defined skills and knowledge that determines whether employees are suitable for carrying out certain tasks or projects.

This makes it easier for HR managers, directors and project leaders to carry out a self-assessment within the company.

To return to the question: a skills matrix should consist of the following:

  • The name of the employee must appear above one column, with his position within the company in the column next to it.
  • There should be a column with all possible levels.
  • And a column with the total percentage.
  • Finally, there should also be a column for the total score.

Good tip : check out the free matrix template for more examples and to get an idea of ​​what such a template should look like.

What kind of decisions can be made for (new) employees based on a self-assessment? Copied

Imagine that in preparation for an audit, your organization needs to identify critical tasks and requirements. You may have to deal with sick employees or peak periods. Then it is important to find replacements or experts within your organizations in a timely manner. In such a case, it is important to be able to make quick adjustments to maintain productivity and business continuity.

With continuous self-assessment, where employees enter information about their skills and qualifications, the skills matrix shows essential information about the precise skills required to perform certain tasks.

A skills matrix can also have advantages for your company if decisions are made by looking at the progress of a group or an individual. The HR and training and development departments immediately receive concise information and insights to work with and improve.


To work! Copied

Self-assessment is a great way to gain more insight into the qualities of your employees and work-related personality traits. You learn where their interests lie and what their strengths and weaknesses are, which benefits both the employee and your organization.

Would you like to learn more about how self-assessment for (new) employees can help a company to carry out projects more efficiently with skills management? Then learn more about skills management with the AG5 software and improve your self-assessment for (new) employees. employees to a higher level.


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Original version | mei 13, 2021

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