CRITICAL SKILL MAPPING FOR CONTRACT WORKERS

USING
TOYOTA 4 Q MODEL
SKILL Matrix

 A ‘skills matrix’ falls within the ‘skills management’ process. A skills matrix is a grid or table that
clearly and visibly illustrates the skills and competence held by individuals within a team.
 Its primary aim is to help in the understanding, development, deployment and tracking of people
and their skills.
 Well-implemented skills matrices should identify the skills that a job role requires, the skills of all
individual employees, and any gap between the two.
 Now for contract Labor, the contract workforce can be segmented in different levels of skill level
irrespective of helper, operator, turner , fitter, welder, crane operator, packing helper, QA helper etc.
 This will help in standardizing the workforce eventually across production lines and would require
minimum redeployment intervention in those critical areas of machinery which are non
intermittent/continuous in nature.
SKILL Matrix

The benefits can be categorized at 2 levels:

1.Individual/Employee level:
 Increased competencies – a feeling of investment into their role and their development.
 Decreased stress levels – work competencies increase thus removing uncertainty.
 Full awareness of the oneself about skill levels at workplace and where to focus their training efforts.

2. Organization/company level:
 Enables managers, function or business owners to understand the skill strengths and weaknesses of employees reporting
to them.
 Increased capacity – by addressing skills shortages and increasing employee competencies companies can utilize the
resources to optimum level.
 Increased rate of quality in service or products (reduced defect and return rates)
SKILL Matrix

Following steps to prepare a Skills Matrix for your team:

1. Discuss with each team member his or her skills, knowledge, and interests related to the
activities that your project entails.
2. Determine each person’s level of interest in working on the tasks for which he or she has been
proposed.
3. Consult with team members’ functional managers and/or the people who assigned them to your
project to determine their opinions of the levels of each team member’s skills, knowledge, and
interests.
4. Incorporate all the information you gather in a Skills Matrix, and review with each team member
the portion of the matrix that contains his or her information.
Skill Assessment-Toyota 4 Quarter Model

What is Toyota 4 Quarter model?

 Toyota 4 Q model for skill mapping is derived from the fact that it has four quarters- to assess a
particular employee based on proficiency or expert level at workplace.
 The rating scale is linear scale ranging from 0-4 data points.

Who is a trainer?
 Toyota model defines trainer- with corresponding rating of 4.
Who is trainee?
 Any employee with rating<=2 has to mandatorily undergo
training and feedback assessments until it reaches 4.
Skill Assessment-Toyota 4 Quarter Model

No. of ways of doing assessment:

1. Observation at workplace by supervisors
2. Discussion about performance.
3. 360 degree feedback from peers, supervisors and subordinates.
4. Focused group discussion(FGD).
5. Survey.
Skill matrix-Toyota 4 Quarter Model
Skill Matrix- Way forward

 Trainers on particular skill will be identified on the basis of skill matrix rating.
 Will help in understanding and segmenting the contact workforce based on skill/proficiency level.
 The staff may also assist in delivering training to contact workers specially to skilled workers .
 Optimizing each production line/department with sufficient skill level in critical areas of work.
THANK YOU