Contents of this article

1. Introduction
2. Deciding Roles
3. Competence Dictionary
4. Training Catalogue
5. Example

Introduction

The training matrix sits at the intersection of several components of the eSuite. Because of this, relevant information about training or competence management can also be useful for a comprehensive understanding of the training matrix.

For a basic understanding of the training matrix we suggest this article.

 Roles

In the training matrix, roles are used to indicate the combination of knowledge, skills and competences required to perform a certain task. A role isn't necessarily linked to a specific function. Employees in the same function might be assigned different roles and employees in different functions could have the same roles. 

Before creating or assigning roles it can be important to consider how you wish to manage roles. There are two methods for setting up roles.

The first approach is to assign the same core competencies to each role and create a new role for every employee requiring additional competences. This way each employee has only a single role. The disadvantage can be that you will need a lot of roles because once an employee needs one additional competence or doesn't need all competence included in the role, then a new role needs to be created.

Another method is to define competences that are only required for a single role. In this case employees will have multiple roles.

A role that is commonly used is a role for a new employee. All employees receive this role since it entails all knowledge a new employee needs to acquire through training.

In the system, you can create roles by going to Admin - Organizational data - Organizational roles. Here you can link competences to roles (so you first need to create the competences) and add employees to roles.

Competence Dictionary

In order to assign competences to a role, competences first need to be created. This is done through making a competence dictionary and adding competences to it.

Changes made to the periods to follow a training, to plan an assessment, or how long the competence is valid after the training won't take effect retroactively and existing deadlines aren't recalculated. If an employee was already linked to the competence, they will keep their previous deadline. Only after the competence expires for them will these changes affect them.

More information about how the deadline is determined, can be found here.

For information on managing competence dictionaries, see this article.

Training Catalogue

In the context of the training matrix trainings are used as a way for an employee to acquire the necessary skills and/or knowledge needed to attain a certain competence. These trainings are managed in the training catalogue. 

Information about adding or editing trainings can be found in this article.

Example

In the file below you can find an example of a competence matrix.