Professional Documents
Culture Documents
PROJECT REPORT
ON
AT
SUBMITTED
BY
CHANDNI THAKKAR
MPM-II
PROF. P.B.RAYATE
MVPS’S
INSTITUTE OF MANAGEMENT RESEARCH & TECHNOLOGY,
NASHIK
2010-2011
1
Acknowledgement
First of all I would like to take this opportunity to thank the Pune
University for having project as a part of the MPM Curriculum.
Chandni Thakkar
MPM
N.D.M.V.P SAMAJ‘s
I.M.R.T
2
DECLARATION
Date:
Place:
CHANDNI THAKKAR
MPM-II,
IMRT, NASHIK.
3
“Competency Mapping as HRD Tool”- NDMVP’s
IMRT college, Nasik-2
INDEX
1 INTRODUCTION
1.1 Object of the project
1.2 Selection of the topic for study
1.3 Objective of the study
1.4 Research methodology
1.5 Scope of study
1.6 Limitation of study
1.7 Rationale of the study
4 CONCLUSION
6 BIBLIOGRAPHY
4
5
INTRODUCTION
7
“Competency Mapping” is one of the latest concepts in Human
Resource Management. ‘Dynamic people for Dynamic
Organization’- Organization is fundamentally known by its
dynamic people working for it. Management always requires
efficient, prudent, self-motivated, and vibrant people to transform
organizational goals into actions.
9
participating in field when required and training in technique for
the collection of data appropriate for a particular problem.
RESEARCH TYPE
Data Collection:
Primary Data:
10
A primary data is originated by the research worker himself that is
created by research worker systematically. Its not ready made or
readily available data.
Secondary data:
Sampling:
The Methodology
12
Collection of Data
●Observation
●Interviews
●Informal interactions
●Feedback from co-operators/supervisors
●Company manuals
Sampling Size
13
Effective competency mapping and organization
development are positively interrelated to each other.
Industrialenvironment in PARLE BUISCIUTS PVT. LTD is
suitable for improvement in organization development
through competency mapping.
15
●The topic under study is very vast and the assignment time was
comparatively less.
16
Rationale of study refers to the worth and utility of the study from
the future point of view. Following are the worth and utility of the
study from the future point of view:
The study of the project has helped me in gaining practical
knowledge and insight into one of the significant Human
Resource concept called “Competency”.
The project work will help me in my future job prospective,
as it will guide me to develop a competency-mapping tool
such as questionnaire, assessment center.
Based on the competency mapping study we can identify the
gap between the objective/ goal and the actual performance
demonstrated by the employee, the various causes of these
gaps and the suitable training required to fill those gaps and
improve his competency.
The recommendations and suggestions by this project work
will guide to know the various competency fields, the criteria
to map them and the appraisal of the ranking to the respective
employee.
The project work will help to improve efficiency and
effectiveness of an organization and also will help to create
it’s goodwill in the market.
It will help to minimize wastage and achievement in quality
objectives.
It will help to minimize Production cost.
17
PROFILE
OF
THE ORGANIZATION
18
2.1 Background and History of the Organization
19
Company Profile:
20
ABOUT PARLE
HISTORY
Apart from the factories in Mumbai and Bangalore Parle also have
factories in Bahadurgarh in Haryana and Neemrana in Rajasthan,
21
which are the largest biscuit and confectionery plants in the
country. Additionally, Parle Products also has 7 manufacturing
units and 51 manufacturing units on contract.
Vision:
Mission:
22
2.2 Organization Chart
23
2.3 Products and Services
24
2.4 Interdepartmental Relationship
There are many departments in Parle Biscuits Pvt Ltd., Nashik and
all these are departments work in coordination with each other,
working together to achieve the end objective of the organization.
25
ANALYSIS & INTEPRETATION
OF INFORMATION/ DATA
27
Katz grouped those under three areas which were later expanded in
to the following four: Technical. Managerial, Human and
Conceptual. This is a convenience classification and a given
competency may fall into one or more areas and may include more
than one from. It is this combination that are labeled and promoted
by some firms as competency dictionaries. A competency
dictionary of a firm gives detailed descriptions of the competency
language used by that firm. It contains detailed explanations of the
combinations of competencies (technical, managerial, human and
conceptual knowledge, attitudes and skills) using their own
language. For example Team work or Team Management
competency can be defined in terms of organization specific and
level specific behaviors for a given origination. At top levels it
might mean in the case of one organization ability identify utilize
and synergize the contributions of a project team and at another
level it might mean ability to inspire and carry along the top
management team including diversity management. In competency
mapping all details of the behaviors (observable, specific,
measurable etc.) to be shown by the person occupying that role are
specified.
28
Who Identifies competencies?
Competencies can be identified by one of more of the following
category of people: Experts, HR Specialists, Job analysts,
Psychologists, Industrial Engineers etc. in consultation with: Line
Managers, Current & Past Role holders, Supervising Seniors,
Reporting and Reviewing Officers, Internal Customers,
Subordinates of the role holders and Other role set members of the
role (those who have expectations from the role holder and who
interact with him/her).
29
Albanese (1989): Competencies are personal
characteristics that contribute to effective managerial
performance.
PERppp
PERSONAL
hhhffggd JOB
CHARACTERISTI BEHAVIOR
C ●Skill
● Motive PERFORMANC
● Trait E
● Self-concept
30
What is Competency Mapping?
31
based on a combination of three factors: past demonstrated
excellence in using the competency, inner passion for using the
competency, and the current or likely future demand for the
competency in the individual’s current position or targeted career
field.
Although the definition above for “competency mapping” refers to
individual employees, organizations also “map” competencies, but
from a different perspective. Organizations describe, or map,
competencies using one or more of the following four strategies:
32
Goal Setting Continuous
Achievemen Personal - Improvemen
t Responsibility t
Motivation (Use of feedback) (Quality,
Productivity
●“Doing better”
Competence
With standard
Of excellence
● Unique Acco-
Mplishment Calculated risk Innovation
Taking
33
BENEFITS OF USING COMPETENCY APPROACH
FOR MANAGERS:
34
FOR EMPLOYEES:
35
36
Motives- The thing a person consistently thinks about or wants
that cause action. Motives “Derive and Select.” Behavior towards
certain actions or goals and away from others.
Eg: Achievement-motivated people consistently set challenging
goals for themselves, take personal responsibility for
accomplishing them and use feedback to do better.
38
integrated human resource management system. To do so,
competency approach serve as a foundation for human resource
management functions including recruitment, selection, and
performance management, training, and securing highly productive
workforce overtime.
Classification
Job descriptions are a basic tool in communicating to
organizational members the specific duties, responsibilities, and
competencies that are required for successful performance on the
job both at job-entry and at full-performance level. By being a
complete description including competencies, the job description is
a more useful tool for communicating job duties to candidates,
serving as a tangible guidepost for employees by providing greater
role clarity and a well defined level of performance expectation
based on competency proficiency levels made visible on the job
description.
Recruitment
Using competencies in recruitment can be as simple as including a
list and a brief description of the required competencies in the job
posting, providing important information to the candidates both in
terms of what the organization expects of its employees and for
candidates to self-select for jobs that match their set of
competencies based on self-assessment.
Selection&Testing
It is important to ensure that those selected for a job meet not just
the minimum technical requirements, but also have the essential
"soft skills" (e.g. relationship building, teamwork, communication,
etc...) that are vital to sustain successful performance on the job
overtime. Creating a competency-based interview question bank
39
and developing competency-based validated selection measures
will enable an organization to better predict the success of job
candidates on the job.
Training&Development
A conceptualization of a competency is that it is observable,
measurable, and can be learned to achieve desired performance
levels. Hence, an assessment and evaluation of competency
proficiency levels either during a selection interview or as part of
performance management process can be used to identify
appropriate developmental training opportunities necessary to
achieve desired competency proficiency levels.
Career&WorkforcePlanning
Job Competency Profiles are also critical in the workforce
planning initiatives for those organizations that anticipate future
vacancies and can subsequently strategically identify and train
individuals that can successfully fill the vacancies without a
noticeable disturbance in the organization's functioning. Also, on
40
the individual level, such profiles can be used to develop career
paths by making known the competency requirements and
expectations for different positions in the organizational hierarchy.
Customer Requirement
41 Business needs
Business process
What are the Applications
of competency mapping?
Recruitment
Why competency Placement
Mapping?
Right sizing Competenc Development
y Mapping
Quality manpower Performance
Management
Higher performance
Career planning
Organizational core
competence Reward
Job Redesign
What
Competency are the tools of competency mapping?
Identification
By superior Competency Assessment
Superior Assessment
By HR specialist
Psychometric Tests
Job expert
Interviews
Psychologist
Management Games
Industrial Engineers
Role Play
Questionnaire
Case Study
Interviews
LGD
Task force
42
following arguments in favor of effective competence
management.
43
Major tasks of the company
Job description:
All the jobs are defined in the form of Job Description which
includes Job Responsibility and authorities required to perform that
particular job. We analyzed the following basic information the
Job Description:
45
› Understanding the competencies skills required to individual
employees.
› Identifying the gap between the competence required and actual
competence of the employee.
› Training plan and training calendar prepared.
› Evaluating training effectiveness to determine to achieve the
required competence.
Job description:
46
The merits and demerits of job description are given below:
Questionnaire:
Advantages of Questionnaire:
●If there is no of jobs with the same title across the organization, a
questionnaire can be used to gather a large amount of data in a
standard format from many people both quickly and inexpensive.
●The answer to the question is written down.
●Thus it is less time consuming than the interview.
47
Observation: Employees are observed as they perform a job and
information is collected. By observing the employees during the
job the observer can come to know about the competencies of
employees. By observing, how employees do their work, how he
interact or communicates with others, how much he takes interest
in his work, and do it properly or not? Is he doing his work on the
Job Description
time given by his supervision or not, etc.
Approved By- Unit Head Department-Production
Responsibility:
- Coordinate, set up and implement standard operating procedure for all production
operations.
- Making sure that the products are produced on time and are of good quality.
- Manage the adherence to prescribed procedures to ensure first pass quality meets or
exceeds planned goals.
JOBoutDESCRIPTION
- Working the human and material resources needed.
Department: Production
- Ensure prescribed lineProduction
Designation: parameters are completed timely.
Executive/Head
- Ensure complete compliance to prescribed PQS, HACCP and 5S processes.
Job Description
- Drafting a timescale for the job.
Approved By- Unit Head Department-Production
- Estimating costs and setting the quality standards.
48
- Track competencies of subordinates and provide leadership and development as
required to achieve the objectives.
Position- Production Executive Report to- Unit Head
Responsibility:
- Making sure that the products are produced on time and are of good
quality.
Production:
Name:
Role:
49
Sr Behavioral Indicators Ranking
No
Job Description
1 2 3
1 By:
Approved Machine Operation
Unit Head Department: Production
2 General Maintenance
Position:
3 Production Officer
Safety knowledge Reports to: Production Head
4 Component Knowledge
Responsibility:
5 Instruments Knowledge
6 Communication skills
- Supervises employees at different stages of product to ensure safety, quality and
7
productivity. Commercial Judgment
8 Material Handling
- Planning – including developing /maintaining a viable plan incorporating hiring, training,
capacity-modeling, efficiency/yield assumptions etc.
- Liaising with ware-housing, quality assurance, packaging areas to ensure prompt shipment
of product.
- Monitors quality of incoming raw materials and finished products by reviewing lab data.
- Interacting and liaising with the other manufacturing teams and Logistics to prioritize
backorders.
Department: Production
Designation:
- Develops Production
and recommends Officerof facilities, equipment, or procedures to
improvements
improve safety, quality, and efficiency.
- Managing
Job process and material flows, space management, and working with the
Engineering group to maximize utilization of space designated for specific operations area.
50
JOB DESCRIPTION
Department: Production
Approved By: UnitAss.
Designation: HeadProduction Officer
Department: Production
Responsibility:
- Maintains
51 inventory of materials and parts needed to complete production.
52
Quality Assurance Department
Name:
Role:
53
Sr Behavioral Indicators Ranking
No
1 2 3
1 Job Knowledge
2 Teamwork
3 Communication skills
4 Analytical Skills
5 Interpersonal Relationship
6 Presentation skills
7 Computer skills
8 Inspection Skills
9 Decision Making
10 Work Determination
JOB DESCRIPTION
JOB DESCRIPTION
Responsibilities:
- Manpower Handling & Accounting day to day expenses.
- Negotiation- vender identification and development.
- Scheduling critical and high value items.
- Maintaining optimum inventory.
- Maintaining database of prices.
- Import sourcing- selection, negotiation and finalizing freight.
- Follow up and coordination with suppliers.
- Handling import procedure.
- Verification of important documents.
- Assisting commercial head in custom duty.
Calculation
- Transportation- Reducing cost of transportation.
- Sourcing, selecting &finalizing the service
Provider.
- Follow up with accounts department
- Supervise work of subordinators.
Logistics
Name:
Role:
56
1 Interpersonal Relationship Skills
2 Presentation & Communication
Skills
3 Order booking & Invoicing
4 Sales Return
5 Packing & Storage
6 Manner of Dispatch
7 Imports& Export
8 Work Determination
9 Commercial Judgment
10 Decision Making
11 Computer Literacy
JOB DESCRIPTION
Responsibilities:
- forecasting procurement needs
- Monitor trends of suppliers and contractors
- Building relationship with key suppliers and contractors
- Order materials and services as negotiated and approved
- Review quotations
- Approve and issue purchase order
- Maintaining purchase record
- Discuss the issue of defected goods and services with vendor and
unit headCommercial
Department:
- Help in lowering
Designation: Purchasecost and secure agreement
Officer
- Assure timely and accurate payment of invoices necessary for
business with suppliers
57
Purchase
Name:
Role:
58
Sr. Behavioral Indicators Ranking
no
1 2 3
1 Job Knowledge
2 Maintaining procurement file
3 Vendor relation
4 Material handling
5 Communication Skills
6 Commercial Skills
7 Work Determination
8 Decision Making
Department: Commercial
Designation: BSR Officer
59
JOB DESCRIPTION
Responsibilities:
- PTN fill with zero mistake
- Daily stock detail
- Prepare STN/ Invoice
- Registering daily updates
- Arranging vehicles for dispatching
- Daily communication with head office
- Daily report to CSG/PCS/Products
- Noting Complains from Depot
BSR
Name:
Role:
JOB DESCRIPTION
Responsibilities:
- Unloading raw materials
- Maintaining the number of Potatoes stock
- Issuing raw materials to production
- Preparing GRN / NCI
- Maintaining manual of receiving materials
- Next day planning of raw materials
- Maintaining clean area for raw materials
- Maintain/ develop eng stores
- Follow up
Department: with production department
Stores
- PhysicalStores
Designation: verification of raw materials
Officer
- Providing fuel consumption record to collector office & tahsildar
- Maintain man power
61
Stores
Name:
Role:
62
Sr Behavioral Indicators Ranking
no
1 2 3
1 Job Knowledge
2 Record Keeping
3 House Keeping
4 Knowledge of excise tax
5 Computer Knowledge
6 Communication skills
7 Decision Making
8 Commercial Judgment
9 Work determination
JOB DESCRIPTION
Responsibilities:
- Hardware maintenance.
- Maintaining confidentiality with regards to information being processed.
- Installation, setup & maintaining antivirus.
- Record and maintain hardware and software inventories& securities.
- Ensuring security back up H/w & S/w.
- Assist person of other department.
Department:
- Help establishITand built relationship with venders to ensure cost
effectiveness. IT Officer
Designation:
- Installation & maintain of LAN & WAN.
- Local database for web bridge maintenance &backup record.
- Installation of DMS and Maintenance.
63
IT (Systems)
Name:
Role:
JOB DESCRIPTION
Responsibilities:
- Recruitment
- Coordinate and negotiates with employees
- Advertisement for recruitment and interview schedules
- Conduct interview up to Senior Executive level
- Arrange interview for management level
- Evaluate the effectiveness of training programme by containing
feedback from employees
- Updating organization chart
- Attend employees
Department: HR grievances and complains
- OrganizeHR
Designation: company events
executive
- Planning and preparing annual head count
- Updating organization chart
- Manpower planning and expansion
- Manage and appraise subordinate performance and carrier
advancement
65
JOB DESCRIPTION
Responsibilities:
- Conducting HR activities like CSR activities, school trips,
naturopathy, family visits, tree plantation, conducting sports
etc.
- Maintaining records of appraisals, KRA, absenteeism, salary
- Drafting letters
- Maintaining auditorium, and conference room
- Helping in HR auditing
- Weekly progress report
- Hotel room booking
- KRA submissions
- Maintaining records of telephone bills, hotel bills, purchase
bills etc
- Maintaining library
Responsibilities:
- Administer compensation benefits and performance management
system and safety programs
- Recreation programs and activities
- Identify staff vacancies
- Allocating Human Recourse
- Providing current and Prospective employees with information and
policies, job duties, working condition, wages , promotion and
employee benefits
- Plan and conduct new employees orientation
- Analyze training needs and employment development programs
- MaintainingHR
Department: records and statistical reports of performance appraisal
& absenteeism
Designation: HRrates
Head
- Investigate and report on industrial accident for insurance
- Handle legal procedures, agreements and interpretation of labour
contracts
- Contract with vendor to provide employee services such as food
67
service, transportation, or relocation services
HR
Name:
Role:
68
Sr. Behavioral Indicators Ranking
No
1 2 3
1 Salary and Wages
2 Labour Law
3 DESCRIPTION
JOB Govt liaison
4 Statuary Complains
5 Record
Approved By: keeping
Unit Head Department: commercial
6 Implementing HR Policies
7 Interpersonal
Position: Commercial Relationship
Head Reports To: Unit Head
8 Communication & presentation
skills
Responsibilities:
9 - Monitoring
Decision & Making
interpreting cash flow.
10- Monthly
Computercosting.
Knowledge
- Deposit of monthly
11 Work determination return.
- Payment of statutory dues.
- Reconciliation of debit balance.
- Timely payment to suppliers.
- Monitoring stock position as per planning.
- Daily dispatch records of finish goods as per planning.
- Control over debit balance of suppliers.
- Developing second line by giving motivational hand and knowledge.
- Liasoning with government, depths like sales tax, income tax, central excise
and service tax.
- Bank, insurance and other deposit.
- Monitoring of funds with banks.
- Developing good contacts or external good relationship with auditors,
solicitors, bankers and statutory organization.
Department: Accounts
Designation: Commercial Officer
69
Accounts
Name:
Role:
70
Sr Behavioral Indicators Ranking
No
1 2 3
1 Accounts concept
2 Statuary requirements
3 Finalization of Accounts
4 Taxation Laws
5 Co-operate and other laws
JOB
6 DESCRIPTION
Ledger scrutiny& reconciliation
7 Cash Handling
Approved
8 By: Unit
Costing Head
& Budgeting Department: Accounts
9 Inter branch reconciliation
Position: Accounts Executive
10 Communication Reports To: commercial Head
& Presentation
skills
Responsibilities:
11 Computer literacy
- Audit & General Work- Schedule of expenses and capital
12 Decision making
Expenses
13 Work determination
-Wet details
-Stock transport and RG detail
-GRN entries and bill entries
- Purchase Order - purchase order preparation
- Purchase order dispatch to suppliers
- Bill entries of coded items and GRN booking
- Payment to suppliers
- Bill passing of purchase/ materials/ labour charges and their
verification
Department:
- Tracking Accounts
of pending bills
Designation: Accounts Executive
71
JOB DESCRIPTION
Responsibilities:
- All payments of vendors & contractors, import payments and their data
entries.
- Import documents for custom clearance.
- TDS calculation.
- Maintaing bank reconciliation.
Department: Accounts
- Maintaining daily cash and bank reports.
Designation:
- Creditor’s Accounts Officer
scrutinity.
- Maintaining P&L account and Balance sheet.
- Maintaining books of accounts.
- Maintaining journals and vouchers with respective data entries.
- Tracking of insurance records.
72
JOB DESCRIPTION
Responsibilities
- Ensuring that strong and efficient teamwork culture exists within the
production team
Department: Eng/Maintenance
Designation: Eng Head
- Implementing project schedules and plans in a timely effective manner
Responsibilities:
- Keeping a track on electricity consumption
- Installation of totalizes
- Fabrication & installation of 5s
- Extruding slurry
- Extruding & installation of MS tank for oil scrap
- Extruding & installation Of MS pipelines from chips fryers to oil tanks
- Installation of jumbo filters in water filtration plant
Department: Eng/ Maintenance
- Electrical wiring and tube lights
Designation:
- MaintainingEng Officer - fuel consumption
& recording
- DG generating units
- Power generating units
- Water generating units
74
Engg
Name:
Role:
Questionnaires
Name: Designation:
Department: Length of service:
76
2. What is your role in the organization?
Employees Details
Assessment
80
2 Statuary 3 2 2 2 2
requirements
3 Finalization of 3 2 2 3 2
Accounts
4 Taxation Laws 3 2 2 2 3
5 Co-operate and 3 2 3 2 2
other laws
6 Ledger 3 3 2 2 3
scrutiny&
reconciliation
7 Cash Handling 3 3 2 3 2
8 Costing & 3 1 1 1 2
Budgeting
9 Inter branch 3 1 2 3 3
reconciliation
10 Communication 3 3 2 2 3
& Presentation
skills
11 Computer 3 3 2 3 2
literacy
12 Decision 3 3 2 1 2
making
13 Work 3 3 2 2 3
determination
81
Department: Commercial (Purchase)
No of Employees: 1
Sr. Behavioral Indicators Ranking Employe
no out of 3 e
no/actual
ranking
12
1 Job Knowledge 3 3
2 Maintaining procurement file 3 2
3 Vendor relation 3 2
4 Material handling 3 2
5 Communication Skills 3 2
6 Commercial Skills 3 2
7 Work Determination 3 2
8 Decision Making 3 2
11
82
1 Interpersonal Relationship Skills 3 3
2 Presentation & Communication 3 2
Skills
3 Order booking & Invoicing 3 3
4 Sales Return 3 2
5 Packing & Storage 3 2
6 Manner of Dispatch 3 2
7 Imports& Export 3 2
8 Work Determination 3 1
9 Commercial Judgment 3 2
10 Decision Making 3 2
11 Computer Literacy 3 2
83
1 Job Knowledge 3 3 2
2 Record Keeping 3 3 3
3 House Keeping 3 2 2
4 Knowledge of excise tax 3 2 2
5 Computer Literacy 3 2 2
6 Communication skills 3 2 1
7 Decision Making 3 3 2
8 Commercial Judgment 3 2 2
9 Work determination 3 3 2
Department: QA No of Employees: 4
84
3 Communication skills 3 2 2 2 2
4 Analytical Skills 3 3 2 2 1
5 Interpersonal Relationship 3 3 2 2 2
6 Presentation skills 3 2 2 2 2
7 Computer literacy 3 2 2 2 2
8 Inspection Skills 3 3 2 2 2
9 Decision Making 3 2 2 2 2
10 Work Determination 3 3 2 2 2
85
3 Safety Knowledge 3 3 3 3 2
4 Instruments knowledge 3 3 3 2 3
5 Material handling 3 3 3 2 2
6 Component knowledge 3 3 2 2 2
7 Communication Skills 3 2 2 3 1
8 Commercial Skills 3 2 2 2 2
9 Work Determination 3 3 2 2 2
10 Decision Making 3 3 2 2 2
Department: IT No of Employees: 1
86
2 Installation and maintenance 3 2
knowledge
3 Implementation of IT solution 3 2
4 Interpersonal Relationship 3 1
5 Presentation Skills 3 2
6 Communication Skills 3 1
7 Commercial Knowledge 3 2
8 Decision Making 3 2
9 Work determination 3 3
HR HEAD/ HR EXECUTIVE
Department: HR Employee: 2
87
3 Govt liasion 3 3 2
4 Statuary Complains 3 2 2
5 Record keeping 3 3 3
6 Implementing HR Policies 3 3 2
7 Interpersonal Relationship 3 2 2
8 Communication & presentation 3 2 3
skills
9 Decision Making 3 2 2
10 Computer Literacy 3 2 2
11 Work determination 3 2 2
Department: HR No of Employee: 5
88
2 Maintenance of record 3 3 3 3 2 2
3 Communication skills 3 2 2 3 1 2
4 Interpersonal Relationship 3 2 2 2 2 2
5 IT skills 3 2 3 2 2 2
6 Administration work 3 2 3 2 2 2
7 Submission of office 3 3 2 2 2 2
documents
89
13
1 Daily stock details 3 3
2 Preparing Invoice 3 2
3 Maintaining Daily reports to 3 2
CSG/PCS
4 Communication & presentation 3 1
skills
5 Computer literacy 3 2
6 Decision making 3 2
7 Work determination 3 2
PRODUCTION No Of Employees-5
90
No.
1 2 3
1 Machine Operation 80 20
2 General Maintenance 20 80
3 Safety knowledge 40 60
4 Component Knowledge 20 80
5 Instruments Knowledge 100
6 Communication skills 100
7 Commercial Judgment 60 40
8 Material Handling 40 60
9 Work Determination 100
10 Computer literacy 40 60
11 Decision making 80 20
Machine Operation
100
90 General Maintenance
80
70 Safety knowledge
60
Component
50
Knowledge
40
Instruments
30 Knowledge
20 Communication skills
10
0 Commercial Judgment
Material Handling
Work Determination
ACCOUNTS No Of Employees- 4
92
93
No of Employees
0
20
40
60
80
100
Accounts concept
Stat. Requirements
Finalization of accounts
Taxation Law
Co-operate laws
Ledger scrutinity
Cash Handling
PURCHASE OFFICER
Costing & Bugeting
Reconcilation
Behavioural indicators Comm & Presentation
Comp literacy
Decision making
Work determination
Competent
Proficiency level
Basic appreciation
No Of Empyoee-1
Sr. Behavioral Indicators Rank
no
1 Job Knowledge 3
2 Maintaining procurement file 2
3 Vendor relation 2
4 Material handling 2
5 Communication Skills 2
6 Commercial Skills 2
7 Work Determination 2
8 Decision Making 2
2.5
Rank 1.5
Rank
1
0.5
0
Mat. Handling
Comm. Skill
Comr. Skill
Decision making
Job knowledge
Vendor relation
Work determination
Mant. Procurement file
Behavioural Indicators
94
Sr Behavioral Indicators Rank
no
95
3
2.5
2
Rank
Rank 1.5
0.5
Dispatching
Packing&
Relationship
Decision
Import&
Comm judg
Comp literacy
Order booking
Sales Return
Int.Personal
determination
Pres& Comm
Export
making
storage
&Invoicing
skills
Work
Behavioural Indicators
STORES No Of Emplyoees-2
96
97
0
1
2
3
0.5
Rank 1.5
2.5
Job
Knowledge
Record
keeping
House
Keeping
Knowledge of
excise
Comp
QUALITY ASSURANCE
knowledge
Comm skill
Decision
Behavioural Indicators
making
Comm judmt
Work
deternination
Pe rson 2
Pe rson 1
No Of Employees-4
Sr Behavioral Indicators Ranking
No
1 2 3
1 Job Knowledge 50 50
2 Teamwork 50 50
3 Communication skills 100
4 Analytical Skills 20 60 20
5 Interpersonal Relationship 80 20
6 Presentation skills 100
7 Computer skills 100
8 Inspection Skills 80 20
9 Decision Making 100
10 Work Determination 80 20
98
99
0
10
20
30
40
Ranking in % 50
60
70
80
90
100
Job
knowledge
Teamwork
Comm.skills
Analyticalskills
Interpersonal
relationship
Presentation
skills
Comp literacy
Inspection
Behavioural Indicators
Skills
Decision
making
Work
determination
Competent
Proficiency level
Basic Appreciation
ENGINNERING No Of Employees-4
100
100
90
80
70
Basic Appreciation
60
Proficiency level
Ranking in % 50
Com petent
40
30
20
10
0
Mat. Handling
Knowledge
knowledge
Comm. Skills
determination
Safety
Job
Work
Behavioural Indicators
IT No Of Emplyoee-1
101
Sr Behavioral Indicators Rank
no
102
103
0
0.5
1
Rank 1.5
2
2.5
3
Hardware
&software
Inst& maint
Knowledge
Implementation
of IT
Presentation
skills
Comm. Skills
Commercial
skills
Behavioural Indicators
Decision
making
Work
knowledge
Rank
HR DEPARTMENT (For Head & Executive)
104
105
HR
0
0.5
1
Rank 1.5
2
2.5
3
Labour Law
Govt liasion
Statuary
complains
record keeping
Implemantation
of HR policies
Interpersonal
relationship
communication
skills
Behavioural Indicators
Decision
making
Comp
knowledge
Work
determination
Person 2
Person 1
No Of Employees-5
Sr. No Behavioral Indicators Ranking
1 Job Knowledge 80 20
2 Maintenance of record 60 40
3 Communication skills 20 60 20
4 Interpersonal Relationship 100
5 IT skills 80 20
6 Administration work 80 20
7 Submission of office 80 20
documents
106
100
90
80
70
60
Ranking in % 50
40
30 Basic Appreciation
20 Proficiency level
10
0 competent
IT skills
Admin work
Job knowledge
Comm skills
Maintenance of record
Submission of docements in
Interpersonal relationship
time
Behavioural Indicators
BSR No Of Employee-1
107
108
0
1
2
3
0.5
Rank 1.5
2.5
Daily stock
record
Preparing
Invoice
making
Work
determination
Rank
After identifying gap between actual and expected competency
level, following programs are suggested to employees on the
basis of their score
General Assessment
1 Communication & presentation skills
2 Intellectual improvement training
3 Leadership and motivational program
4 ISO Awareness
Production Department
1 PST
2 FSSC
3 Material handling
4 Advance Knowledge & New
techniques
Engg / Maintenance Department
1 Technical training
2 TPM
3 Troubleshooting
Quality Department
1 PST
2 Inspection skills
3 Quality assurance
4 Analytical skills
Purchase (commercial Department)
1 Negotiation skills
2 Inventory control
3 Order booking and invoicing
Stores (Commercial Department)
109
1 Inventory control
2 Excise tax
3 Advanced storage system
Logistic/ BSR (Commercial Department)
1 Excise tax
2 Import & Export procedures
IT Department
1 Oracle
2 Enterprise recourse Planning
3 Implementation of IT solutions
Accounts Department
1 Taxation
2 Advanced finance
3 MIS
4 Statutory requirements
HR Department
1 Awareness of different Law and Acts
2 Motivational Programs
3 Personal Procedure
4 Time Management
RATING DETAILS
110
GAP REMARK
0-30 Excellent
30-50 Very good
50-70 Good
70-90 Average
90 &above Poor
Department: Production
111
Department: Commercial (Commercial & Accounts
Employees)
112
Employee Ranking Actual Gap Suggested
No. ranking Training
18 450 350 100 STO-1,2,3
19 450 280 170 STO-1,2,3
Department: QA
Department: Engg
113
Department: IT
Department: HR
115
1. From the data it is found that HR department has taken
initiative in introducing competency.
CONCLUSION
117
118
Competency mapping is something that describes how a job might
be done excellent; Competency describes what has to be done not
how.
Competency mapping is a continuous process. It differs from
organization to organization and individual to individual. Futurist
competency requires lot of observation.
In competency mapping the competency was mapped for various
officers, executives from each department. It was done with the
help of all employees. The difference between required and actual
was found with the help of interaction, questionnaires, past records
etc.
On the basis of questionnaires and interaction with all employees
the actual criteria was studied. After the survey the actual gap was
found. As per the gap the training needs can be identified and
allocated to employees.
Competency mapping is very beneficial to the organization
because the organization has to get overall information about their
employees knowledge, skills etc in the organization and also to
improve the overall performance of their employees. This concept
is new one and as far as the organization is concerned efforts
should be made to prompt competency mapping.
Bibliography
121
“Essentials of Human Resource Management and
Industrial Relations”
By, P. Shubba Rao
“Human Resource Management”
By, Ashwathapa
“The Handbook of competency Mapping”
By, Seema Sanghi
“Competency Assessment Instrument “
By, Sunrise management consultancy service
“Materials and Logistic Management”
By, L. C. Jhamb
WebSites
www.Google.com
www.Answers.com
www.Parle Products.biz
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