Sibedge: Skill Matrix Competency Management System

The main articles are:

• HRM Classification
• Functionality of HRM systems

2025: Skill Matrix 2.0 with Reference Grade

On March 4, 2025, Sibedge introduced an updated version of the competence management system - Skill Matrix 2.0. This release has improved functionality and user interface, which makes the assessment of employee skills more transparent and convenient thanks to the implementation of a single standard for rating grades.

First of all, it is worth noting the added functionality - the creation of a reference grade. This is an ideal specialist profile with a given set of competencies and their level of ownership. The system now automatically compares employee skills with reference requirements. This analysis allows you to compare the competencies required to complete a specific task with the actual skills of employees. As a result, the process of allocating resources becomes more efficient, and the time to find the right specialists to complete the task is reduced. In addition, it greatly simplifies the grading and training of novice employees.

Skill Matrix 2.0 provides the ability to track the progress of employees in their development, which leads to accurate training and career development planning. The updated version of the system has the ability to track the history of changes in professional skills. In addition, now technical experts can leave comments on the professional level of employees, which helps to record key aspects of the development of competencies.

In this version of the Skill Matrix 2.0 system, it became possible to delegate applications for revising skills. Now the owner of the matrix (function manager, department head) can pass the assessment to the competent employee, who can confirm the skill level without conducting a technical interview. The evaluation and reconciliation functions can be entrusted to competent employees, thereby reducing the burden on the technical expert. These changes will reduce the time spent reviewing grads and skills.

An individual approach to selecting employees for tasks often leads to a decrease in the efficiency of the team. To avoid this, it is important to implement transparent and objective selection criteria based on data and analysis. Skill Matrix 2.0 becomes an important tool in this process, allowing you to make informed decisions when distributing tasks and forming commands. For customers, this means minimizing risks such as additional financial and time costs, as well as reducing the impact of the human factor in the formation of project teams. This approach not only improves the quality of project execution, but also strengthens trust within the team, creating a fairer and more productive working environment, "said Alexey Erpert, HRD Sibedge.