SKILL MATRIX PROCESS

INTRODUCTION

Procedure for Skill Matrix process throughout the organization in Vibracoustic, Noida.

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Rev. Date Department / Producer Page(s) Modification notes

Process owner / Approver Approver Board Date

Department Management System of Directors
Dr. Sachin Maheshwari Ravikant Sharma 28-Feb-2019
TABLE OF CONTENTS

1. PURPOSE
2. SCOPE
3. ABBREVIATION

SKILL MARTIX PROCESS

IDENTIFICATION OF TRAINING NEEDS FOR OPERATORS
TRAINING EFFECTIVENESS
TRAINING COURSE FEEDBACK TEMPLATE
DOCUMENTATION
1. PURPOSE

To have display of all the skill required to perform a particular task / job.

2 SCOPE

This process applies to all the Permanent workers, Casual, Apprentice, Trainee and Contractual
workers.

3 ABBREVIATIONS

VC : Vibracoustic
HR : Human Resources
HOD : HOD of Department
HSE : Health, Safety and Environment
VPS : Vibracoustic Production System
SKILL MATRIX PROCEDURE

After Joining ,the operator works under the guidance for 1 month with separate identification tag of new
joinee. On completion of 1 month, a skill test is conducted for assessment of knowledge related to
Processes, HSE & VPS by respective Department based on the data provided by HR. Skill test will consist
of paper & pen test and also the practical test. On the successful completion of test, operator will be
allocated level as per the result. Result will be shared with Process owner for the deployment. The Skill
Level of operators will be revised twice in a year i.e in Jan & July every year.

Operator will be allocated levels as under:

L1 is operator can do operation under guidance

L2 is operator can generally do operation
L3 is operator can do operation well
L4 is operators are able to train others

NOTE :
1) To work on defined critical operations, an operator must be at L3 so that Operator can perform operation
well.
2) 1 = can only work under supervision
2 = can produce good quality but not at required speed Scope : This is applicable to
3 = can produce good quality at required speed Production Operators only
4 = can train new operators

IDENTIFICATION OF TRAINING NEEDS FOR OPERATORS

VC uses the following process to identify the training needs for operators:
a) Skills identified as per Process
b) Skill Gap Analysis
c) Customer Specific requirement
d) Redeployment or job rotation
e) Mandatory Training as per Global Standards (HSE & VPS)

TRAINING ATTENDANCE
Training attendance has to be filled immediately after the Training.

TRAINING EFFECTIVENESS
One month after the employee has attended a training course, the employee’s Supervisor is
responsible to fill out the “Training Effectiveness Template” and deliver it to local HR.

This activity is highly important to recognize and track how effective the training was, if any gaps
identified then action plan to bridge the gap.

TRAINING COURSE FEEDBACK TEMPLATE

Feedback of the Training will be recorded for the Training, which are minimum half day Class room
training.
DOCUMENTATION
The HR department documents the training records or if the employee receives a certification of
attendance or certificate of the training, this will be put in the personnel file of the employee.

TRAINING DURATION

A Minimum 30 mins of Training mins will be recorded on the attendance sheet.

APPENDIX / ENCLOSURE

No. Type of Document Title/Description Enclosure/ Format

1 Form Training Calendar
2 Form Skill Test Question Paper
3 Form Training Attendance & Effectiveness form FO_36_7.5_8814
4 Form Training Effectiveness Review FO_36_7.5_8814

REPONSIBILITY CHART FOR SKILL MARTIX

TASK RESPONSIBILITY
Data for skill matrix test to Process owner HR

Test to be conducted Process owner

Correction of test paper HR

skill inventory documentation HR

deployed of workers as per skill matrix Process Owner