You can learn how to use the skills table under employees in Emply to keep track of skill developments for individual employees and benchmark employees against each other.
To access the tab, go to .
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To edit the skills table, choose the table view.
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In this table, you can define the columns by clicking on the filter.
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In the pop-up, customize the table
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Add criteria: Add a skill that should appear as a column in the table.
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You can temporarily filter a skill from the drop down menu to make it appear or disappear in the results.
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Click Save view to save the changes.
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A new column will appear on the far right of the table.
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To edit skills in graph form, switch to graph view and click on either the or .
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In the pop up, customize the graph
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/: Click on either option to customize the respective axis.
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Title: Enter a title for the axis. If nothing is entered here, the default name will be the title.
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Parameters: Add parameters for the graph in the Add skill field.
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Per skill you have added, you can define the weight of the skill in the graph by adding a value in the blue square.
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Click to go back to the default table view.
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You can temporarily activate, deactivate, or delete the skill so it no longer appears in the column.
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Remember to click to keep the changes.
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To get a clear overview of skill development of employees, in table or graph form, click on Development
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In the pop-up, choose a time frame to view the development from.
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Click to to see the development in the table.
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The development will look like this:
Note
To add skills directly to an employee's profile, refer to Add skills to an employee profile
Effectively assessing and developing employee skills is crucial for any organization. The 9 box grid skills matrix in Emply is a powerful tool designed to provide a structured approach to evaluating employees based on key competencies.
A 9 box grid skills matrix is a structured framework used in talent management to assess employees based on two dimensions—typically skill proficiency and potential for development. It consists of a 3x3 grid where employees are categorized into different segments, helping organizations identify strengths, gaps, and opportunities for talent development.
The grid is a tool to visualize your employee's progresses and is based on the 9 box grid concept for performance management:
In the Emply system you find the grid under +, and then click the grid symbol.
Commonly, the matrix is divided as follows:
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High Performers/High Potential: Employees excelling in their current roles and demonstrating strong potential for growth.
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High Performers/Low Potential: Skilled employees performing well but with limited potential for advancement.
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Low Performers/High Potential: Employees needing skill improvement but showing promise for growth.
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Low Performers/Low Potential: Employees requiring focused training or reassignment.
How one can use it:
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Define Clear Criteria: Establish clear performance and potential metrics, ensuring assessments are objective and data-driven.
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Regularly Update Employee Data: Skills and competencies evolve over time, so the grid should be updated periodically.
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Use It for Development Plans: Categorizing employees can guide training programs, career progression plans, and succession strategies.
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Avoid Labeling Bias: While useful for decision-making, the matrix should not be the sole determinant of an employee’s career trajectory.
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Align with Business Goals: Ensure the grid reflects the company’s strategic objectives and workforce planning.
Set it up through these steps:
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Navigate to the Skills Section by clicking on +
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Configure the Matrix Axes: Define what each axis represents—e.g., proficiency (X-axis) and potential (Y-axis).
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Input Employee Data: Populate the grid with relevant employee skill assessments.
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Customize Color Coding: Use visual markers to differentiate between levels and make the matrix intuitive.
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Enable Development Mode: Turn on development tracking to monitor changes and improvements over time.
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Integrate with Other HR Processes: Link the matrix to career development, training programs, and performance evaluations.