In manufacturing processes with a low automation level, the production efficiency also depends to a large extent on the employees' qualifications. Thus, a systematic personnel planning becomes increasingly important for manufacturing companies. However, developing employees and promoting talent requires managers to be informed about the skills and qualifications of each individual in the team. The Qualification Matrix has proven to be a practicable instrument for determining qualification requirements and planning continuing professional development. In this matrix, target requirements for the employees' abilities and skills are listed and compared with the current status of the employees' qualifications. The qualification matrix helps to identify bottlenecks in qualifications and to comply with the normative requirements of ISO 9001, provided that it is clear and well-structured and data can be maintained quickly and easily. In order to display and control their employees' qualifications on a web basis, the internationally operating Leoni AG from Nuremberg decided on a solution based on current SAP UI technologies.
Leoni AG is one of the leading suppliers of wires, optical fibers, cables and cable systems. The company, headquartered in Nuremberg, is operating worldwide and has established a reputation especially as a supplier for the automotive industry. Leoni is currently redesigning its HR structure, in order to globally standardize its processes. To do so, the company implemented a customized solution based on SAP ERP Human Capital Management (HCM) to map its qualification profiles, the so-called Qualification Matrix (QualiMatrix).
Automated processes are of secondary importance in producing wires, fibers, and cable systems, so employees working at individual workstations must have specific qualifications in order to operate machines and systems correctly. Using the QualiMatrix, the production managers at the different Leoni plants create a staff schedule in accordance to the values of their employees' qualifications. In addition, they are given an overview of each employee's qualifications, recognize deficits and can act accordingly, for example, to train employees or hire new staff.