Tech Competency Matrix: What It Is and How to Build One for your Organization

Companies must maintain their competitiveness in a world where technology has an impact on everything. A Tech competency matrix, also known as a skill matrix, is a tool that allows firms to identify, visualize, and access the abilities and competencies of their staff. The competency matrix is also useful for determining tech competencies and efficiently managing them. Both small teams and large organizations can benefit from a competency matrix. Is it, however, worth your time and effort to build and promote it? If properly constructed, this grid will be a valuable addition to data-driven HR operations, corporate growth, and profit growth.

Benefits of building a tech competency matrix

A competency matrix for a software development team or organization provides a framework for job descriptions and interviews for HR and recruiters. It also aids in the setting of expectations and goals for team members in terms of individual learning and corporate growth, allowing for objective and unbiased performance discussions.

Overall, a competency matrix can assist with the following issues:

• Gaining an awareness of the team’s existing experience and skill level
• Determines and closes skill gaps

Organizations can use skill matrices to determine an employee’s present abilities and competences, as well as the talents required to complete a new project or improve an existing one.

• Identifying high-risk regions where a single person is in charge of important duties
• Increasing the efficiency of restructuring

A skill matrix gives information about an employee’s abilities and weaknesses. This understanding aids managers in team restructuring and performance improvement.

• Training and development initiatives are improved.

Companies can organize and implement various training and development programs once they know their employees’ strengths and weaknesses. Employees can upskill and contribute effectively to the organization while advancing their careers through such initiatives.

• Increases organizational productivity and performance

Managers can more efficiently allocate resources and delegate responsibilities when they understand their teams’ capabilities. As a result, the skill matrix improves the organization’s total production.

• Enhances the hiring process

Competency evaluation can help recruitment teams structure their hiring procedures, generate better job descriptions, define expectations, and make objective decisions. A tech competency matrix is also useful for scaling the company. Employers can use the matrix to find the best candidates with the necessary experience and skills.

• Encourages effective reward management.

Tech matrices can be used by team leaders to assess their team members’ capabilities, evaluate their performance, and reward their hard work and dedication. To ensure a company’s success, reward management is critical. Furthermore, this method encourages people to improve their performance and advance their careers.

How to make a competency matrix for a tech team

Define the objectives
Make sure you understand why you’re constructing a skill matrix. Define the corporate or team values after the goal is clear. Setting the correct priorities aids in the creation of an unified work atmosphere. One of the following could be your goal:

• Examine each employee’s performance.
• Determine any skill gaps.
• Enhance the hiring process.
• Restructure or build the team (if required)
• Begin working on a new project.

Make a list of your main competencies

Make a list of the essential tech abilities for the position and divide them into two categories: hard skills and soft skills.
Prototyping, coding, programming language knowledge, database management, code debugging, testing, QA, and familiarity with relevant libraries, tools, and frameworks are examples of hard skills. Teamwork, communication, conflict resolution, and problem-solving are examples of critical soft skills.
Create a task to evaluate and update this list on a regular basis to find new talents and retire the obsolete technology in accordance with company needs.

Define the competency level.

The following stage is to define the various degrees of competency for each of the fundamental skills. This step identifies an employee’s current skill competencies and creates a training plan to improve their performance. If the core skill is Python, for example, different levels of competencies can be identified as follows:

• Expert or Advanced
• Intermediate
• Beginner

Level up skill matrix with assessments:

Custom assessments can assist you in identifying specific skill gaps and upskilling your tech talent. Plan individual training programs based on assessment results and reports. Yaksha’s customized inbuilt assessments can be used to assess the competencies of your teams. Where you can plan personalized learning paths to maximize the return on your training investments.

Iterate after receiving feedback.

Send the initial version of the tech competency matrix for review and feedback once it’s finished. The skill matrix will have an impact on cross-functional teams as well as overall company decisions. As a result, feedback from stakeholders will aid in improving the matrix and achieving the desired outcomes.