User Guide

This guide contains practical instructions for administrators and users of the Skill Matrix module, along with best practices and optimization tips.

For System Administrators

First Steps - Configuration

1. Plan competency structure
   • Identify key skill areas in the organization
   • Create logical thematic groups
   • Define specific skills within each group
2. Configure skill groups
   • Go to Skills in the SKILL MATRIX section
   • Create groups with descriptive names and detailed descriptions
   • Add skills to appropriate groups
3. Define organizational roles
   • Go to Unit roles in the ORGANIZATION section
   • Create roles corresponding to company structure
   • Assign appropriate skill groups to each role

System Management

Regular Updates

• Review and update skill groups quarterly
• Add new competencies as the organization develops
• Remove outdated skills

Usage Monitoring

• Track profile completion rates by employees
• Identify areas with low self-assessment activity
• Encourage regular updates

For Managers

Utilizing Competency Data

Project Planning

1. Identify required skills for the project
2. Search for employees with appropriate competencies
3. Check skill levels of participants
4. Plan to fill competency gaps

Team Development

• Analyze skill profiles of your subordinates
• Identify training needs
• Plan career development paths
• Support mentoring between team members

Performance Evaluation

• Use self-assessment as a starting point for discussion
• Compare declared skills with actual results
• Plan development goals based on competency gaps

For Employees

Completing Skill Profile

Step by Step

1. Click your name in the top right corner
2. Select Profile
3. Go to the Skill matrix section
4. Rate your skills on the 6-level scale
5. Update ratings regularly

How to Rate Skill Level

Beginner - Basic theoretical knowledge

• I understand basic concepts
• I need significant help performing tasks
• I have limited practical experience

Novice - Beginning practical experience

• I can perform simple tasks with help
• I know basic tools and processes
• I learn through observation and instructions

Intermediate - Independent performance of standard tasks

• I perform most tasks without help
• I understand context and connections
• I can solve typical problems

Advanced - Complex tasks and problem solving

• I complete complicated projects independently
• I can analyze and optimize processes
• I advise others in this field

Professional - Expertise and leadership

• I am an expert in my field
• I design and implement new solutions
• I conduct training and mentoring

Expert - Innovation and strategic thinking

• I set industry standards
• I create new methodologies and approaches
• I am a recognized authority

Self-Assessment Best Practices

Regularity

• Update profile every 3 months
• Raise ratings after completing training
• Verify ratings after project completion

Honesty

• Don't inflate skills
• Don't fear low ratings - they're areas for development
• Use level descriptions as reference

Organizational Context

• Compare yourself with expectations of your role
• Consider your company's specifics
• Consult doubts with your supervisor

Use Case Scenarios

Scenario 1: Creating a Project Team

Situation: You need a team for an e-commerce project

Steps:

1. Identify required skills:
   • Backend Development (Advanced)
   • Frontend Development (Intermediate)
   • Project Management (Advanced)
   • UX/UI Design (Professional)
2. Search for candidates:
   • Review profiles in appropriate skill groups
   • Identify employees with required competency levels
   • Check candidate availability
3. Compose the team:
   • Select best-matching candidates
   • Plan to fill gaps through training or external collaboration

Scenario 2: Planning Employee Development

Situation: Employee wants to develop toward a Team Lead role

Steps:

1. Analyze target role requirements
2. Compare with employee's current skill profile
3. Identify competency gaps
4. Plan development path (training, mentoring, projects)
5. Set timeline and progress metrics

Scenario 3: Identifying Experts

Situation: You need an expert for technical consultation

Steps:

1. Define required expertise domain
2. Search for employees with Professional/Expert rating in this skill
3. Check their availability and willingness to mentor
4. Plan consultation or training sessions

Troubleshooting

Low Profile Completion Rate

Causes:

• Lack of employee motivation
• Unclear system benefits
• Overly complicated process

Solutions:

• Communicate system benefits
• Integrate with HR processes (evaluations, promotions)
• Simplify interface and process

Unrealistic Self-Assessments

Causes:

• Lack of clear evaluation criteria
• Fear of honesty
• Wrong motivators

Solutions:

• Create detailed level descriptions
• Ensure safe atmosphere
• Reward honesty, not perfection

Outdated Data

Causes:

• Lack of regular updates
• No update reminders
• Low task priority

Solutions:

• Set regular reminders
• Include updates in routine processes
• Show concrete benefits of current data

Help and Support

If you have questions about the Skill Matrix module:

1. Contact the system administrator
2. Check other documentation pages
3. Provide feedback on functionality