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Qualification matrices in agile employee development

What benefit do they offer for industrial companies?

The shortage of skilled workers is a serious problem - and is a particular problem for industry. It is therefore all the more important in industry to strengthen employee satisfaction with agile personnel development. This is the only way to attract and retain qualified employees in the long term. But what added value can "simple" qualification matrices offer industrial companies? And how can intelligent programs help companies in times of skills shortages and economic crises? Find out in this article.

To put it in a nutshell: A well-managed skills matrix forms a solid basis with which HR managers can plan exactly which qualifications and skills will be required in the foreseeable future. Accordingly, they can also offer these development opportunities to potential employees. This is the only way to ensure meaningful development for companies and employees.

However, the complex issue cannot be answered quite so quickly. It is therefore worth taking a closer look at the current situation in the manufacturing industry. This is the only way to understand the need for well thought-out personnel planning - and the added value of a solid skills matrix.

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Crisis follows crisis?

Anyone familiar with the economic situation in the manufacturing industry may have the impression that one crisis follows the next. For years, manufacturing companies in particular have been suffering from a chronic shortage of skilled workers, making the search for suitable personnel immensely difficult.

However, in the last two years in particular, problems such as the sharp rise in energy and raw material prices have threatened the existence of many companies. The question that now arises is therefore: How can companies and businesses respond adequately to these threats?

We are hiring sign
Staff shortage is an acute challenge

Highly competitive job market

While increased raw material and energy prices affect the entire industry more or less equally and many companies can do little about it, the situation is different when it comes to personnel planning: companies have this in their own hands. They can - or must - do something about the staff shortage in their companies on their own.

Most companies have already recognized this - and so it is not surprising that there is fierce competition for suitable personnel within companies. This intense competition for skilled workers requires innovative approaches in order to recruit and retain highly qualified employees.

Companies rely on agile employee development

One such approach is agile personnel development. This describes a flexible method that aims to adapt employees to rapid changes. Through continuous feedback, individual development and rapid adaptation to new requirements, it promotes a dynamic learning culture and strengthens the agility of teams in modern working environments.

Companies should keep one thing in mind above all else: It is important to focus on the wishes of the employees and to offer potential employees the best possible development opportunities.

But how do companies find out what development opportunities they can offer their employees? After all, it makes little sense to promise applicants and employees the moon or to pay them for training that is of little or no value to the company's needs.

The benefit of qualification matrices:
No development prospects without a planning basis

In order for companies to be able to offer meaningful development prospects, they must first of all know their own needs. In concrete terms, this means: What skills and qualifications will be needed in the company in the foreseeable future? Where can employees develop in order to generate added value for the company?

This is precisely where a clear qualification matrix offers enormous added value: it forms the foundation, so to speak, on which a company's strategic personnel development rests.

Knowing the needs of the company

This matrix enables HR planners to precisely identify which skills and competencies the company needs and what it can offer its employees. It is also used to derive a needs-based plan for necessary training.

As a rule, many companies rely on spreadsheet programs such as Excel to create qualification matrices, as they are already familiar with them and the costs of purchasing them are at least very low. But are such programs still up to date in the 21st century?

Quality matrices: Automated solutions for greater efficiency

If you don't move with the times, you have to move with the times. This applies not only to manufacturing processes, but also to personnel planning, of course. In the age of automation and AI-supported programs, companies are therefore increasingly moving away from rigid tables.

They are being replaced by modern, intelligent personnel planning tools. These not only offer the option of updating qualification matrices automatically and agilely, but can also be seamlessly integrated into existing programs. They lead to fewer errors and guarantee a permanent, up-to-date overview of requirements and development opportunities.

Greater efficiency and happier employees

This integration allows HR planners to work more efficiently as they spend less time on manual processes. This leads to a significant reduction in errors and gives HR planners more room for individual employee support and the design of customized development plans.

This in turn has the effect that employee development is no longer seen as an isolated task, but as an integral part of the company's success. By using intelligent technologies, HR planning can become more agile, more precise and better aligned with the requirements of the dynamic working environment.

Overall, these advances enable the company to focus optimally on the needs of its workforce and strengthen its competitiveness in a rapidly changing business world.


If you want to overcome major crises such as the shortage of skilled workers, you first have to act on a small scale and know what the company actually needs - and what the company can sensibly offer new applicants.

A successful agile HR development strategy is therefore preceded by solid planning and analysis of employee resources in terms of existing qualifications, personal career goals and available budget.

In order to carry out this analysis as accurately as possible, personnel planners need an exact overview - usually in the form of a qualification matrix. AI-supported programs with intelligent software offer a major advantage when creating and maintaining these: they can be used to create quality matrices automatically. As a result, personnel planners have more time for individual and truly agile personnel development.

The result: employee satisfaction increases as each individual can develop meaningfully within the company. This means that qualified staff stay with the company for longer and do not leave - an unbeatable advantage for the entire company in times of a shortage of skilled workers.

Qualification matrices, skills shortages and agile personnel development

HR managers are usually familiar with a quality matrix as an overview of employees' qualifications and skills. But what should such a relatively simple overview have to do with the overall success of the company? At first glance, perhaps very little - yet a well-managed qualifications matrix forms the solid basis for sustainable personnel development and therefore also for the overall success of the company.

Agile Personalentwicklung durch Qualifikationsmatrizen
Personnel development lays the foundation for success

Not all crises are alike

Needless to say, there is a shortage of skilled workers.

Optimal employee development is currently more important than ever for companies. Although the shortage of skilled workers has not just existed since yesterday, the situation has become even more acute due to the sharp rise in prices for raw materials and energy. And while companies can hardly arm themselves against the latter crises, they have their personnel development in their own hands.

Most companies have recognized this. As a result, circumstances have changed greatly in favor of employees, and companies must

In addition to the problem of the shortage of skilled workers, which has existed for years, high energy and raw material prices have recently presented industry with major challenges.

It is not only current crises such as high energy and raw material prices that are causing problems for manufacturing companies in particular: they have been confronted with a shortage of suitable personnel for some time now.

However, this also means that individual companies can - or must - take action themselves, in contrast to "external" factors such as raw material and energy prices: In the midst of a changing world of work and new demands from employees, a strategic approach is needed to overcome the shortage of skilled workers.

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