The knowledge in your team is not written down anywhere
Ask most HR teams in Bangladesh who can run the payroll close, operate a specific machine, write a compliance report in English, or speak to a Chinese client, and the answer comes from memory. When that person resigns or goes on leave, the gap is discovered at the worst possible moment.
A skill matrix converts that tacit knowledge into data. AIHR BD lets you define a skill library once, then rate employees against it on a simple 1–5 scale with the assessor and date captured for context. Nothing about it requires a consultant or a six-month competency framework project.
Because it sits inside the same system as training, performance and recruitment, the matrix is useful immediately: it shows which training programmes to run, which internal candidates deserve a shot at an open role, and which capabilities you need to hire for rather than develop.
Built for Bangladesh industries
Map machine operation certifications per line so supervisors can staff shifts without guesswork.
Track technology and tooling proficiency for project staffing and client capability statements.
Record language, customer handling and cash management levels for branch rostering.
Why teams in Bangladesh choose it
Skill library
Define the skills your business actually needs — technical, operational, language, compliance — with categories and descriptions.
Employee × skill matrix
Rate each employee on each relevant skill. Ratings update in place, so the matrix always reflects the latest assessment.
Find the right person fast
Search by skill or employee to answer 'who can handle this?' without asking five managers.
Gap analysis
See which critical skills only one person holds — the single points of failure in your operation.
Training that targets gaps
Feed the matrix into your training plan so budget goes where capability is thin.
Succession readiness
Know who is already close to the level a senior role needs before a resignation forces the question.
How it works
Build the skill library
Add skills with a category and description. Duplicate names are prevented automatically.
Rate employees
Assign a 1–5 level per employee per skill, with an optional assessment note.
Review coverage
Check how many employees hold each skill and how many reach advanced or expert level.
Plan training and hiring
Use the gaps to drive the training calendar and the recruitment brief.
Frequently asked questions
Can employees see their own skill ratings?
Employees can view their own ratings. Only admin and HR can create skills or assess others.
Can we change the rating scale?
The scale is a consistent 1–5 from beginner to expert, which keeps the matrix comparable across departments.
Does it link to training records?
Skill data and training records live in the same system, so you can plan programmes directly against gaps.
Which plans include the skill matrix?
It is available on every plan that includes expense reimbursement — Growth and above.
Related modules
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