The Training Matrix Life Cycle

A training matrix is a system implemented within a company to plan and track employee training. Training subjects will vary from business to business but there are some fundamentals that any training programme should encompass, such as health and safety at work. Specific training relevant to an individual’s job role and skills should also form a key component of this system.

What are the benefits?

If you’re thinking, “oh no, not another source of admin,” then you are very much mistaken. Here’s why using a training matrix is so beneficial to your business:

  • Provides a comprehensive and accessible record of an individual’s training, competencies, qualifications and skill set within an organisation.

  • Provides employees with the knowledge, confidence and skills they need to do their job, thus improving employee retention.

  • Mitigates risks to the business and to individuals, whilst promoting development and compliance.

  • Identifies what training is required, where it’s required, when, to whom it’s relevant and who is responsible for that training module.

  • It’s a very helpful resource to reference during employee and company performance reviews.

  • Highlights areas of the business that require more resource or development, which can be acted upon and inevitably improve productivity.

  • It’s a great way of communicating expectations and providing information to employees.

 

How do I create a training matrix?

There are various software tools out there that can help you create and manage your training system in the most wondrous of ways. However, it’s not necessary to invest into an expensive platform, particularly if you’re a smaller businesses. In all honesty you can design and manage your training matrix in a style that you’re comfortable and confident with. If Microsoft office is your “go to” there is no reason why you can’t create and manage your programme using Excel and Word.

 

That said, there are some real advantages of using a more sophisticated platform built specifically for this purpose, especially if you’re a large organisation. They’re smart, efficient and can significantly reduce management time.

Step by step life cycle

#1: Set your training modules

  • Identify what training and qualifications are relevant to your operation.

  • Decide which modules are to be assigned to specific job roles.

  • Plan how it will be delivered, when and who will be responsible for overseeing or delivering that module.

  • Create a training matrix hub to store the information. Think about security and who will have access to the hub.

 

#2: Assign modules to employees

  • There will be some generic modules such as health and safety that will need to be completed by all employees, however there will also be job specific training.

  • Set modules specific to each employee, whether new or existing.

  • Ensure the employee is fully aware of their training programme, including dates, location(s) and if they need to make any preparations.

 

#3: Implement training

  • By now you’ve established what, how, where and when. Now it’s time to put that training wheel in motion.

  • Ensure the training is delivered in the most appropriate format yet remains engaging. The last thing you want is a classroom full of disinterested employees not paying attention. What a waste of everyone’s time and money that is!

 

#4: Keep comprehensive records

  • As mentioned earlier you should create a secure hub to store all information relating to training.

  • Each employee should have a record, which should include details such as what modules have been assigned to them, expected completion dates, the outcome, actions if necessary and a signature to acknowledge that training has been completed by both the employee and trainer.

#5: Review & action

  • During your planning of each module, you should have set a review or refresher training date. Ensure these are monitored and actioned accordingly.

  • Training and compliance can change from time to time, so make sure you are up to date with the latest guidance and adjust your training matrix where necessary.

  • If an employee has demonstrated areas of weakness within any of their training modules, this needs to be acted upon. Perhaps regular refresher training or ongoing on the job support is required.

 

If you’re feeling unsure about your existing training programme or would like to implement one, get in touch with us today. We’re experts in our field and would be delighted to support you, so your business can Flo Right.

Kayleigh Bishop
Author: Kayleigh Bishop

Hello! My name's Kayleigh Bishop and I'm the founder and managing director of Flo Right Business Support. I'm an experienced and proactive professional with an extraordinary passion for implementing processes and structure within business. If you're in need of an organised, methodical and driven individual to support your daily operations, business growth and development, then I'm the one you need to speak to.

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