A STUDY ON

COMPETANCY MAPPING AS A HRD TOOL FOR

GENTING LANCO POWER (INDIA) PRIVATE LIMITED (LANCO KONDAPALLI POWER PLANT, VIJAYAWADA, AP.)
A Synopsis submitted to the Indira Gandhi National Open University (IGNOU) in partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

BY BELLALA GEETHA
(Reg. No: 102021244)

Under the Guidance of G.DAVID RAJU

MBA., M. hi!. ("RM) UG# N$%,

( h.&)

&e't. of Bu(ine(( Ad)ini(tration *BN #o!!ege+ G #enter, ,i-a.a/ada, A .

SCHOOL OF MANAGEMENT STUDIES

INDIRA GANDHI NATIONAL OPEN UNIVERSITY

NEW DELHI INTRODUCTION

Today organizations are all tal ing in terms of !ompeten!e" Gone are the days when people used to tal in terms of s ill sets# whi!h would ma e their organizations !ompetitive" There has been a shift in the fo!us of the organizations" Now they believe in e$!elling and not !ompeting" It is better to build a !ore !ompeten!y that will see them through !risis" And what other way than to develop the people# for human resour!e is the most valuable resour!e any organization has" Organizations of the future will have to rely more on their !ompetent employees than any other resour!e" It is a ma%or fa!tor that determines the su!!ess of an organization" &ompeten!ies are the inner tools for motivating employees# dire!ting systems and pro!esses and guiding the business towards !ommon goals that allow the organizations to in!rease its value" &ompeten!ies provide a !ommon language and method that !an integrate all the ma%or '( fun!tions and servi!es li e (e!ruitment# Training# performan!e management# (emuneration# )erforman!e appraisal# &areer and su!!ession planning and integrated 'uman resour!e management system" *mployees today are the most important and biggest asset of any organization" This is be!ause employees are the people responsible behind the running of the organization and helping the management in se!uring a position in the business mar et" Therefore# eeping the employee satisfied and fo!used is the aim of any organization to fulfill their ob%e!tive as well as satisfying the !ustomer re+uirements"

&ompeten!y mapping is a pro!ess through whi!h one assesses and determines one,s strengths as an individual wor er and in some !ases# as part of an organization" It generally e$amines two areas- emotional intelligen!e or emotional +uotient (*.)# and strengths of the individual in areas li e team stru!ture# leadership# and de!ision/ma ing" &ompeten!y mapping also used to analyze the !ombination of strengths in different wor ers to produ!e the most effe!tive teams and the highest +uality wor " The value of !ompeten!y mapping and identifying emotional strengths is that many employers now purposefully s!reen employees to hire people with spe!ifi! !ompeten!ies" They may need to hire someone who !an be an effe!tive time leader or who has demonstrated great a!tive listening s ills" Alternately# they may need someone who en%oys ta ing initiative or someone who is very good at ta ing dire!tion" 0hen individuals must see in the %ob mar et" Over the past 12 years# human resour!e and organizational development professionals have generated a lot of interest in the notion of !ompeten!ies as a ey element and measure of human performan!e" &ompeten!ies are be!oming a fre+uently/used and written/about vehi!le for organizational appli!ations su!h as3 4efining the fa!tors for su!!ess in %obs (i"e"# wor ) and wor roles within the organization 3 Assessing the !urrent performan!e and future development needs of persons holding %obs and roles 3 5apping su!!ession possibilities for employees within the organization
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new

%obs# nowing one,s !ompeten!ies !an give one a !ompetitive edge

3 Assigning !ompensation grades and levels to parti!ular %obs and roles 3 6ele!ting appli!ants for open positions# using !ompeten!y/ based interviewing te!hni+ues &ompeten!ies in!lude the !olle!tion of su!!ess fa!tors ne!essary for a!hieving important results in a spe!ifi! %ob or wor role in a parti!ular organization" 6u!!ess fa!tors are !ombinations of nowledge# s ills# and attributes (more histori!ally !alled 786A,s9) that are des!ribed in terms of spe!ifi! behaviors# and are demonstrated by superior performers in those %obs or wor roles" Attributes in!lude- personal !hara!teristi!s# thin ing that traits# impa!t an motives# values or ways of individual,s behavior" &ompeten!y as aptitudes# It in!ludes s ill !an and be
Observable Behavior

Aptitudes Attitudes / Traits Skill s Knowledge

observable behavior as well nowledge"

!ompared with an i!eberg as shown in the figure below-

A &ompeten!y is des!ribed in terms of ey behaviors that enable re!ognition of that !ompeten!y at the wor pla!e" These behaviors are demonstrated by e$!ellent performers on/the/%ob mu!h more !onsistently than average or poor performers" These !hara!teristi!s generally follow the :2/;2 rule

in that they in!lude the ey behaviors that primarily drive e$!ellent performan!e"

GENTING LANCO POWER LTD. A BRIEF COMPANY PROFILE

<an!o group is a U6 = >?2 5I<<ION A66*T @A6*4 G(OU) 0IT' AN ANNUA< T(UNOA*( OB OA*( U6 = ;22 million" <an!o is a well diversified manufa!turing Information Te!hnology (IT)# property development <an!o group is striving to empower enable and enri!h partners# business and asso!iates and to be the hosen vehi!le for growth for shareholders and sour!e of inspirations" To the so!iety the group is one of the leading business !onglomerates in IN4IA with operations in U6A and U8 <an!o 8ondapalli power is an independent power pro%e!t ('")) lo!ated at ondapalli industrial development area near Ai%ayawada in 8rishna dist (A"))# India" The pro%e!t &ost is 1#1?2 !rores" The Gross output of the plant is >?? 50 at 1?2 !onditions" The plant is !onne!ted by road (NTTA) and broad gauge railway line appro$imately >28m from Ai%ayawada" <an!o 8ondapalli power private ltd# has set up the power pro%e!t at 8ondapalli industrial development ar!(I4A) # ondapalli# 8rishna 4istri!t in the state of A")"#India at a !ost of (s"11222 millions (U6= ;C? millions at IU64 (s D2)" This power pro%e!t is promoted by <an!o group of India and is !o promoted by N(G *nergy IN & (worlds 1?th largest power generation !ompany) !ommon wealth development !orporation# a multi Elateral institution# united ingdom and doosan heavy industries and and is

!onstru!tion !o ltd"# (doosan) erstwhile 'ANFUNG) 8orea is the other e+uity partners. The )ro%e!t &omprises of a !ombined !y!le )ower plant !onsisting of 1no Gas Turbine generating units of G* frame G*"

OBJECTIVES OF THE STUDY

The main ob%e!tive of the present study is to understand the !on!ept of !ompeten!y mapping in today,s business environment and its relevan!e at Genting <an!o )ower (India) )rivate <imited# 8ondapalli# Ai%ayawada# A")" The other ob%e!tives of the study are1.) To develop %ob des!riptions for the various fun!tions (designation wise) to gain deeper understanding of the re+uirements at different position" 2.) To understand the manager,s perspe!tive of the employee s ill level and performan!e" 3.) To understand the employee,s own perspe!tive of the s ills that heHshe possesses" 4.)*stablish profi!ien!y levels re+uired for ea!h !ompeten!y identified for a parti!ular position" 5.) 4evelop a !ompeten!y di!tionary" 6.)To develop a !ompeten!y model as appli!able for the various managerial positions at Genting <an!o )ower (India) )rivate <imited"

SCOPE OF THE STUDY

This )resent study report will be an important one when loo ed at from the Organization,s perspe!tive" That is be!ause at any given
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time# the motto of the organization as !on!erned with the employees is generally that they be!ome more and more s illed and !ompetent so that they !an !ontribute better to the organization,s growth and sustenan!e" This pro%e!t will give the organization a lot of !on!rete data regarding the employee s ill levels whi!h !an be further used to plan the training !ontent for the employees" (egarding the area that will be !overed by the pro%e!t as follows1. The present study is !onfined to only the employees of Genting <an!o )ower (India) )vt" <td"# 8ondapalli" 2. The employees will be divided into G separate teams as per their area of wor " 3. The two main matri$ that will be !overed for all are the soft skills matrix and the technical skills matrix 4. The !ompeten!y map would !over 1; of the <ominger !ompeten!ies that !an be related to the organization and the s ills mentioned as in the soft s ills matri$" 5. Other than these# > other general !ompeten!ies will also mapped a!!ording to the re!ords of the organization"

RESEARCH METHODOLOGY
5ethodology means a parti!ular set of methods used for !olle!ting the information pertaining to the ob%e!tives of the pro%e!t wor study" (esear!h methodology is a way to systemati!ally solve resear!h problem" It may be understood as a s!ien!e of studying how resear!h problem" The study resear!h methodology gives us the ne!essary training in gathering materials# arranging them#
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parti!ipation in the field when re+uired and training in te!hni!al for the !olle!tion of data appropriate for a parti!ular" The resear!h methodology is the most pra!ti!al way of obtaining I ananlysing data and it plays an important role in pro%e!t wor !ompletion" Research Type: This pro%e!t study 7&ompeten!y 5apping as a '(4 tool9 will be based on a des!riptive type of resear!h# whi!h in!ludes stru!tured interviews and fa!t finding in+uiries of different inds" The ma%or purpose of des!riptive resear!h is des!ription of the state of affairs# as it e$ists at present" Research Design: A resear!h design is spe!ifi!ation of methods and pro!edure for a!+uiring the information" A resear!h design is master plan or model for the !ondu!t of formal investigation" (esear!h design is purely and simply the framewor or pla!e for this study that guides data" It is a blue print that will be followed in !ompleting this study" Data Collection Techniques: The data and information whi!h is useful to the present study will be !olle!ted through following methods" )rimary 4ata- A )rimary data is originated by the resear!h wor er himself that is !reated by resear!h wor er systemati!ally" It is not ready made or readily available data" Interview method Observation method 6urvey method 4ifferent methods of primary data !olle!tion will be used for this study" They are-

Interview 5ethod- it is a formal intera!tion and !ommuni!ation between two or more people where in or by whi!h the nowledge# s ills and attitude is testing" This will be !ondu!t through Telephoni! interviews )ersonal interviews )ersonal Interview- The relevant details will be !olle!ted through personal dis!ussion with the pro%e!t guides# 'ead of the departments# and managerial staff members at various levels" Bor this pro%e!t study# a stru!ture +uestionnaire will be designed with the !onsultation of a!ademi! guide and the guide at plant and will be followed a dire!t personal interview method" 6e!ondary 4ata- It is ready made or readily available data" It is !olle!ted previously for other purposes but will be used in the immediate studies as a referen!e only" The sour!es of se!ondary data for my study will be *mployee re!ords )erforman!e re!ords (eferen!e boo s Internet Sa pling: 6ampling refers to the sele!tion of some parts of an aggregate or totality on the basis of whi!h a %udgment or inferen!e about aggregate or totality is made" There are different types of samples based on two fa!tors namely the representation basis and the element sele!tion te!hni+ue" On the basis of representation# the samples are further !lassified as probability and non/probability samples" )robability sampling is also nown as random sampling"

Bor the present study# probability or random sampling te!hni+ue will be used"

PLAN OF THE STUDY (CHAPTERISATION) The whole pro%e!t study is going to divide in to J &hapters"

Chapter ! 1 "ntro#uction (Ob%e!tives# need and importan!e of the study) Chapter ! 2 Co pany $ro%ile (Genting <an!o )ower (India) )vt" <td"# 8ondapalli# Andhra )radesh) Chapter ! 3 "n#ustry $ro%ile ()ower se!tor profile) Chapter ! 4 Theoretical %ra e&or's ('(4/ &ompeten!y

5apping# 5ethods and 5odels) Chapter ! 5 Data (nalysis ) "nterpretation (Tables# diagrams# !harts et!") Chapter ! 6 *in#ings ) Suggestions

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