A SUMMER TRAINING PROJECT REPORT ON “COMPETENCY MAPPING”

IN PARATIAL FULLFILLMENT FOR THE DEGREE OF MASTER OF BUSINESS

ADMINSTRATION

UNDER SUPERVISION OF

PREPARED BY

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 CERTIFICATE
This is to certify that of Master of Business Administration (HR),Roll no.-
3202212055,session:2016-17has completed Summer Internship Project Report on the Topic: “
COMPETENCY MAPPING” as partial fulfillment for award Master of Business
Administration(HR).The Project submitted by her is a genuine work done by her and the same is
being submitted foe evaluation.

DECLARATION
I of O.P. Jindal University, Punjipathra(C.G.) hereby declare that the project entitled
“COMPETENCY MAPPING” at Patratu division of Jindal Steel &Power Limited in Jharkhand
during the period 5th June 2017 to5th August 2017.The project has been prepared by me under the
guidance I further declare that this is my original work,as part of our academics course.

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 ACKNOWLEDEMENT
Induction,dedication,concentration and smart work are very essential to complete ant task.But still
it needs lot of support, guidance,co-operation of people to make it successful.

I have no words to present a deep sense of gratitude to the management of Jindal Steel and power
limited for giving me an opportunity to pursue my internship.

I sincerely thanks to for giving me here than just training place and an opportunity for
understanding what is “ a good ”professional cultural..

Special thanks to for providing me valuable information. I am thankful to him for his detailed
attention to style, font and artwork elements that he carefully worked out in producing this
beautiful report. I would also like to express my gratitude to all the team of human resource of
JSPL,Patratu to give their valuable time for completion of my survey.

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I express my deep sense of ineptness towards Asst. Professor of O.P. Jindal University, Punjipathra
for great support and for his encouragement. Also recognize the constructive feedback that the
MBA students at O.P.Jindal have given in testing various portion of the manuscript.

At last I would like to express my profound gratitude to my parents and friends for their
encouragement and support without which the whole work seems too impossible.

ABSTRACT
Human resource management is a process of bringing people and organizations together so that
the goals of each other are met. The current globalization of economy necessitates innovative
approaches in managing the work force. The fast changes happening in the demography and social
systems thereof have given breathing space for various HR practices enhancing the employee
productivity and growth. And one of the most commonly used HR practice is competency mapping
for development of the employees. Identifying and development of the competencies in
organization enable better performance management as well as reward and recognition systems
leading to career and succession planning programs.Also competency mapping is a strategic HR
frame work for monitoring the performance.

The aim of this study is to find out the competency mapping of the Central Utility mill and level
of competencies of employees in the CUM department. For the data collection, study used the
questionnaire andtemplate framework. In this study sample size was 13 executive employees

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(Central Utility mill) in the organization. For the analysis of data used the, bar diagrams, pie
diagrams in this study.

TABLE CONTENT

Certificate……………………………………………………..

Declaration………………………………………………….

Acknowledgement………………………………………..

Abstract……………………………………………

Table on contents……………………………..

Chapter1:Introduction………………………………….

What is competence &competency……..

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Competency ICE BERGS MODEL………………………

Comtency mapping……………………………….

Steps of competency mapping

Application of competency mapping………………

1.6Rational of the study……………………………….

Chapter2:Company profile……………………………………….

2.1

Chapter3:Data collection nd analysis………………

Chapter4:Conclusion…………………………………..

Findings………………………………………….

Recommendations…………………………………………….

Scope of the future……………………………………..

Appendics…………………………………………

References……………………………………………………………

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 Chapter-1

COMPETENCY MAPPING

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 INTRODUCTION
What is competence?

Competence is a standardized requirement for an individual to properly perform a specific job. It

encompasses a combination of knowledge, skills and behavior utilized to improve performance. It
is the state or quality of being adequately or well qualified, having the ability to perform a specific
role.

What is competency?

A competency is a set of skills, related knowledge and attitude that allow an individual to
successfully perform a task or an activity within a specific function or job.

WHAT IS COMPETENCE AND COMPETENCY?

‘Competence’which means a skill, talent, or capability and the standard of performance reached.

‘Competency’ refers to behavior by which it achieved and the state of being able to do something.
If a person has competence, then they are able to do a certain task.

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COMPETENCY ICE BERG MODEL

It is helpful to think of competencies in terms of an iceberg. Technical competencies (skill,

knowledge) are at the top, the portion above the waterline that is clearly visible they are easily
assessed.

Behavioral competencies are below the waterline - they are more difficult to assess, and often
harder to develop. It can be understood as manifestations of how a person views him or herself
(self-image), how he or she typically behaves (traits), or motives him or her (motives).

Skill: -The ability to perform certain physical and mental task. For example, is great at using
Microsoft Word.

Knowledge: - Information that a person uses in a particular area. For example a surgeon’s
knowledge of nerves and muscles in the human body.

Self-image: - A person's view of him or herself, identity, attitude, personality and value or A
persons belief that he can be effective in any situations.For example, seeing oneself as a leader, or
as a developer of people.

Trait: - Physical characteristics and consistent responses to situations. For example, being a good
listener, Good eyesight is physical traits of a pilot.

Motive: - Things a person consistently thinks about or wants that cause action, motives drive,
direct and select behavior towards certain actions. Example achievement motivation people
consistently set challenging goals for themselves, take responsibility for accomplishing them and

What is competency mapping?

Competency Mapping is a process of identification of the competencies required to perform

successfully a given job/role/a set of tasks at a given point of time. It consists of breaking a given

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job into its constituent tasks or activities and identifying competencies-(technical, managerial,
behavioral, conceptual knowledge, attitude, skills etc.) needed to perform the same successfully.

Three otherdefinitations are needed:

• Competency Map- It is a list of an individual’s competencies that represent the factors

most critical to success in given jobs, departments, organizations that are part of the
individual’s current career plan.
• Competency Mapping- It is a process an individual uses to identify and describe
competencies that are the most critical to success in a work situation or work role .
• Competency profiling-It is the process of identifying the knowledge, skills, abilities,
attitudes, and judgment required for effective performance in a particular occupation or
profession.

Steps in Competency Mapping

The following steps may be followed in competency Mapping:

• Identified the department for which the competencies need to be mapped.

• Identify the hierarchy of department .(reporting authority, subordinates, peers etc.).
• Identify the data according to their job description and prepared the Questionnaire and
template fraework.
• Identify the objectives of the role. Why does the role exist? What are the main purposes
of the role?
• Interview the individual employee to list the actual knowledge, attitude, skills required
for performing the task effectively. The role holder should be asked questions like: “If
you are to recruit someone to perform this task what qualities or competencies would you
look for in him/her? What competencies do you think are required to perform this well?
• Create a five-scale rubric system and rating from 1 to 5 (1=lowest & 5= highest).
• Repeat the process with the entire role set members.
• Identify the competency gap and fix it with appropriate training and seminar scheduling.

COMPETENCY MAPPING CAN BE USED FOR FOLLOWING APPLICATIONS

There are various application to implement the competency mapping .

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Recruitment -

Selection of candidates for employment is very important decision for anyorganization. A wrong
selection costs the organization in terms of recruitment costs, time, and opportunity. Whereas
landing into unsuitable job is very painful unsettlingexperience for the candidate. Job
position competency map provides clear guidelines andreliable process for selection.Competency
map for the job position and assessment of candidate’s for the required competencies give
comparatively reliable indication about suitability of thecandidate. The assessment also the
provides guidelines on the training need for the candidate if selected for the position

Training and development - It involves identifying the gap between competencies required for
the position and those possessed by the employee. Any such gap is bridged by providing training
to the incumbent for those particular competencies only.Generally core competencies are used for
training need identification.

Employee self-development initiatives-

The competency map and behavioral indicators help individual to understanddirection for their
own development. They can very easily identified the gaps and work on the inadequacies.
Competency map very clearly and reliably guides the employees for self-development.
The competency map indicates the competencies that are required for improved performance and
behavioral indicators shows the factors that build up the competency.

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 Chapter-2

Company Profile of the Oganization

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 INTRODUCTION ABOUT JINDAL STEEL &POWER LIMITED

The Jindal Group is an Indian manufacturing company.It was founded by O.P.Jindal(1930-

2005).Jindal steel is amongst the largest corporate grops in India.Jindal Steel is one of the
Popular steel producers in India.

Jindal Steel &Power Limited is an Industrial powerhouse with a dominant presence in

steel,power,mining and infrastructure sectors.

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Jindal steel &power Limited is an industrial powerhouse with a dominant presence in
steel,power,mining and infrastructure sectors.Part of us $18billion O.P. Jindal Grop this
young,agile and resposive company is constantly expanding its capabilities to fuel its fairy tale
journey that has seen it grow to a US$3.3billion business conglomerate.The company has
committed investments exceeding US$30 billion in the future and has several business initiative
running simultaneously across continents.

Led by Mr.Naveeen Jinda,the youngest son of thr legendary Shri.O.P.Jindal,the company

produces economical and efficient steel and power theough backward and forward integration.

FOUNDER

O.P.Jindal(7 AUGUST1930-31MARCH2005)

Om Prakash jindal was born in HIsar,Haryana.And Power under the flagship of the Jindal
Organization,of which he was Chairman.In November2004,Jindal was awarded the prestigious
“Life Time Achievment Award”for his outstandinf contribution to the Indian Steel Industry by
the Bengal Chamber of commerce and industry.According to the Latest Forbes list<he was
ranked 13th the richest Indian and placed548th amongst the richest persons of the world.

NAVEEN JINDAL(Born 9 march 1970)(Chairman)

Naveen Jindal is an Indian politician.He is the chairman of Jindal steel &power Limited,which is
part of the $15billion diversified O.P.Jindal group framed by his late industrial father.

It was his initiative that led to arevision of flag code of India which now grants every private
citizen the right to fly the flag of India(Tiranga)publicly and honour on all days of the year.

He is an active compaigner of population stabilization,women’s empowerment,environmental

conservation,health&education.As an acknowledgement of his suppoert to his alma mater,in

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2011 the university of Texas at Dallas,renamed its schools of Manangeent as the Naveen Jindal
School of manangement.

Along with his wife-Kuchipudi dancer Shallu Jindal-he founded the flag Foundation of
India,which is their effort to foster among Indian youth respect for the Tiranga and the value it
embodies.

FLAG FOUNDATION OF INDIA

Mr. Naveen Jindal’s passion for the National flag, the Tiranga, began during his student days at
the University of Texas at Dallas, USA, where as president of the student’s Senate, he used to
proudly display the Indian Flag.

After coming back to India in 1992, Naveen continued to display his pride and honor in being a
citizen of India flying the Indian National flag in respectful manner at his factory premises in
Raigarh in Chhattisgarh, then the commissioner of Bilaspur objected to it on the ground that as per
the flag code of India, a private citizen was not permitted to fly the Indian except on certain days.

Mr. Jindal sought legal advice from eminent lawyers including Mr. Shanti Bhushan. The advice
the received was that there existed two clear laws on the subject. Firstly, the flag could not be
insulted or disrespectful and secondly, it could not be used for commercial purposes. But there is
no law which can prohibits respectful flying of the National flag by the citizens.

Several meetings were held by the committee where view-points were presented by Naveen Jindal
also. Dr. P.D. Shenoy submitted the committee’s report to the government on 12.04.2001.

From November,2001 to may2001 the government repeatedly sought adjournments before the
supremecourt. Taking a strong view of such delayingtactics, the honorable Supreme Court on
2ndMay,2001 permitted Naveen Jindal to fly the National flag with respect, dignity and honor.

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Union Cabinet accepted Dr. P. D. Shenoy committee report on 15.01.2002 and announced that
citizens will be free to fly the national flag respectfully on all days from 26.01.2002.The
Government subsequently issued a new flag code(Flag code of India 2002)which contained
guidelines for flying the national flag.

Till January, 2002 the national flag could not be flown by general public on all days of the year at
their homes, factories, offices etc. Shri Naveen Jindal, a young well known Industrialist of the
country secured the right for Indians to fly the Tiranga every day at their homes/offices.

Companies of Jindal group

Jindal steel and power limited (JSPL) is a major business conglomerate in India with a significant
presence in steel, power, mining and infrastructure segments. With an annual turnover of US$2.68
billion, it is part of the US$18billion diversified O.P. Jindal Group. JSPL is led by its Chairman
Mr. Naveen Jindal, the youngest son of Shri O.P. Jindal.

The company has the distinction of producing the world’s largest rails of 121 meters, large sized
parallel flange beams, high strength angle irons for transmission towers and high strength
earthquake resistant TMT rebar’s. JSPL operates the largest coal-based sponge iron plant in the
world with an installed capacity of 3.25MTPA of steel at Raigarh in Chhattisgarh. The company
has a total installed steelmaking capacity of 6.75MTPA and aims to grow in a holistic manner and
contribute substantially to India’s long term growth story.

JSPL PLANTS

RAIGARH, CHHATTISGARH

The Raigarh plant with up to 3.25million tones per annum(MTPA)steel production capacity is the
world’s largest coal-based sponge iron manufacturing facility in the world. It has an
installe284MW captive power plant(CPP)at Raigarh.

ANGUL, ODISHA

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JSPL has a 1.5MTPA steel melting shop, 1.2 MTPA plate mill and 810MW captive power plant
at Angul,ODISHA. We are in the process of setting up a6MTPA integrated steel plant at
Angul.Plate mill is capable of producing 5-meter wide plates –the widest plate ever built in India.
The facility develops special grade plates for various critical applications like boilers, ship
building, petroleum pipes, automotive, earth movers, oil exploration, warships, bullet proof
vehicles and nuclear application.

PATRATU, JHARKHAND

JSPL’s Patratu manufacturing facility has a total finished steel capacity of 1.6 MTPA. The
company operates a Bar Rod mill (1MTPA) and a wire rod mill (0.6MTPA)along with a rebar
service center. These mills are required with the latest state-of-the-art technology to offer advanced
quality products like wire rods, TMT Rebar’s, rounds, angles,and ready-to-use products like wed
mesh, cut and bend rebar’s. The company operates PGP (Producer Gas Plant).It is the double stage
coal gasefire setup in premises for the supply of both mills (Bar mill and WRM mill).

RAIPUR, CHHATTISGARH

JSPL’s in –house heavy machinery division caters to all the requirements of equipment and spares
of steel,cement,mining and powerplants of the group and the other similar industries. We are
planning to increase our production capacity from 30000MT to50,000MT per annum in FY2016-
17.The division has created a niche for itself by building heavy machinery for diverse industrial
clientele in India and globally.JSPL machinery division has been organized into five business
verticals to each out to core sectors: crane-EOT and Gantry, steel plant and mining equipment,
pressure vessels power plant Equipment, Bulk material handling system and Ferrous castings.

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TENSA, ODISHA

Tensa iron ore mine partially fulfills the company’s requirement of iron ore for producing sponge
iron.Equipped with fully mechanized techniques, it currently produces about 3.11MTPA of iron
ore; and is paving the way to achieve the company’s plan to become self-reliant in iron ore.

BARBIL,ODISHA

Pellet plant at barbil has a total installed capacity of 9MTPA production for different pellet grades.
The plant includes dry grinding facility that harnesses recuperation type of straight grate
technology.

GLOBAL VENTURES

JINDAL SHADEED, OMAN

JSPL has established the first and largest integrated steel plant in the sultanate of Oman and fourth
largest in the gulf region. With the commissioning of the rebar mill, our capacity now stand at

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1.5MTPA steel melting shop(SMS) and 1.4 MTPA rebar mill. Theplant compromise state-of –art
steel making facilities with the best features in terms of product range and productivity.

SOUTH AFRICA KIEPERSOL COLLIERY

Jindal Africa operates the Kiepersol Colliery, which is an underground operation located within
the boundaries of the Mkhondo Local Municipality in Mpumalanga,South Africa. Jindal Africa
has taken significant steps to strengthen its operational efficiency by implementing in-house
mining operations that will reduce our operating cost on two sections within the underground mine.

JINDAL AFRICA, MOZAMBIQUE

The company operates a Colliery in Tete Province of Mozambique,which operated at a reduced

capacity of 1.2MTPA in FY2015-16.It has made headway into the regional thermal coal markets
of Malawi and Zimbabwe.JSPL is targeting export of 10000 tons of thermal coal per month to
neighboring countries.

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JINDAL AFRICA,BOTSWANA

JSPL has mining rights for the 6billion tons coal resources at Botswana. During FY2015-16.We
emerged as preferredsuppliers for cross-border IPP procurement programmed bySouth African
government for 3750MW power plant.

WOLLONGONG COALLIMITED AUSTRALIA

Wollongong Coal Limited, a subsidiary of Jindal steel &power (Mauritius)ltd,has two coking coal
mines-Russell Vale and Wongawilli with a combined mining reserve of 122.7MT.Both mines are
located at a distance of 10-15KMS from port Kembla.Thee unique geographic location gives it
access to experienced mining community and also have rail and road connectivity. The approved
section of long wall 6(365m)at Russell Vale mine was completed in july2015.

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 JINDAL STEEL &POWER LIMITED, PATRATU

JSPL’s Patratu manufacturing facility has a total finished steel capacity of 1.6 MTPA. The
company operates a Bar Rod mill (1MTPA) and a wire rod mill (0.6MTPA) along with a rebar
service center. These mills are required with the latest state-of-the-art technology to offer advanced
quality products like wire rods, TMT Rebar’s, rounds, angles,and ready-to-use products like wed
mesh, cut and bend rebar’s.The company operates PGP (Producer Gas Plant) for production of
fuel.It is the double stage coal gasefire setup in premises for the supply of both mills (Bar mill and
WRM mill).

Major Departments of JSPL, Patratu

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 • Finance
• Marketing
• HR
• Logistics
• Project planning control
• Total Quality Management
• Production department(WRM,BARMill,PGP(in-house))

PatratuProject Highlights

• JSPL has Launched “Panther” as a new brand for TMT products which are being
manufactured at the Patratu steel plant.
• Orders for major technological packages have been finalized and orders have been placed.
• In early 2010, the first unit of the steel plant at Patratu, a 0.6 MTPA wire rod mill was
commissioned.
• The second unit, the 1 MTPA bar mill that has been commissioned in 2011 is designed to
produce TMT bars from 8 mm to 40 mm, angles 50 x 50 mm to 90 x 90 mm and plain
rounds (forging grade) and RCS.
• Additional facility has been incorporated in December 2012 as rebar service center which
is capable to produce ready to use products of retail like weld mesh U-bend and cut and
bend.
• The Bar Mill and WRM have provided direct and indirect employment to about 2000people
in the region. The TMT Bars produced from this mill will be utilized in housing and
infrastructural development projects in the state of Jharkhand.

PHILOSOPHY OF THE ORGANISATION

We believe in the strength of nations aspirations and focus our effort to help accelerate sustainable
socio growth.

Vision: To be a globally admired organization that enhances the quality of life of all stakeholders
through sustainable industrial and business development.

Mission: We aspire to achieve business excellence through:

• The spirit of entrepreneurship and innovation.
• Optimum utilization of resources
• Sustainable environment friendly procedures and practices.
• The highest ethics and standards.
• Hiring, developing and retaining the best people.
• Maximizing returns to stakeholders.
• Positive impact on the communities we touch.

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Core values:
• Passion for People
• Ownership
• Sustainable Development
• Sense of Belonging
• Integrity
• Business Excellence
• Loyalty

HR PHILOSOPHY OF JSPL
Vision

To create a competitive advantage for all stakeholders through effective people management.

Mission

The Company embraces certain core values in order to function ethically, effectively and prosper
further:

• Respect for Individual:

Recognize each individual's contribution in the growth and development of the Company.
Treat all Jindalites with respect and dignity.

• Integrity:
Conduct all business dealings along transparent lines.

• Meritocracy:
Foster an environment of excellence in performance.

• Dynamic Thinking:
Demonstrate a winner's attitude, with a clear focus to deliver sustained values for all
stakeholders.

• Creativity & Innovation:

Encourage creative experimentation, embrace new ideas and institutionalize continuous
improvement in all aspects of business and performance.

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• Social Responsibility:
Work on social and environmental issues to enrich the quality of life within the community
we serve.

Chapter-3

Objective of the study

Research methodology

Hypothesis of the study

Scope of the study

Limitation of the study

Rational of the study

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Objective of the study:

• To analyze the competency mapping of the Utility mill in the Organization.

• To identify competencies of Executives employees in the Utility mill.
• To understand the concept of competency mapping, its utility and scope.
• To list the competencies against individual role and responsibilities in JSPL, Patratu.
• To measure knowledge and skill with the ranking method.
• To identified the competency gap between the required and actual performance.
• To suggest the best competency based training and developments program.

Research Methodology

Research methodology is a way to systematically solve the research problem. It deals with the
objective of research study in the method of defining the research problem, the type of data
collected, method used for data collection and analyzing the data etc. The methodology includes
collection of primary data.

Data Collection and source of the data

The data and information is collected through the following methods:

Primary Data: The primary data is originated by the research worker himself that is created by
the research worker systematically. It’s not ready made and readily available data.

The tools used by collecting primary data are:

• Face to face Interview

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 • Observation
• Questionnaire

For the project I have used the questionnaire and direct interview method for my respondent. A
questionnaire is the set of questions in the form of containing each individual’s job responsibilities.
Each responsibility as a way of gathering information for a survey.

Secondary data: It is ready made and readily available data. It is collected previously for the other
purpose but it can be used in the immediate studies as a reference only.

• Employee records-The primary details of the job description and responsibilities are
collected through the files available in the organizations.
• Internet-The advance details and current trends are collected by referring various websites.
• Support and knowledge provided by the project mentor and employees.

Sampling

Sampling unit-In JSPL, Patratu has various departments. So they provide the survey of Central
utility mill department in only executive level of the employees.

Sampling size-The survey has conducted for the employees of only Central Utility mill(CUM),so
I have done study on 12 executive employees in the company.

The methodology

The research methodology is used to collect relevant data and exact information from operators
were:

Sampling method was used with the tools questionnaire and personal interview.

Collection of data

To study bottom level to top level management (only hierarchy of Executive employees) in the
utility mill. Thus the desired data was collected mainly through primary source including:

• Observation
• Interviews
• Informal interaction
• Company manuals
• Feedback from supervisors/co-operator

Hypothesis of the project:

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Hypothesis is a reasonable statement or assumption to be proved or disprove.

It is set of statement to be accepted and rejected at the end of the research on the basis of the
findings of the research.

• Competency based training is the effective tools of individual development in the

organization.
• Competency mapping helps organization to achieve its objective in effective and efficiently
way.

Scope of the study

Competency Mapping is a process of identification of the competencies required to perform

successfully a given job/role/a set of tasks at a given point of time. It consists of breaking a given
job into its constituent tasks or activities and identifying competencies-(technical, managerial,
behavioral, conceptual knowledge, attitude, skills etc.) needed to perform the same successfully.

It is widely accepted measure for developing dynamic workforce’s required for growth and
development for both individuals and organizations.

The scope includes

• To understand interrelated set of skills, attitude and knowledge needed by the individuals
to be effective in most professional and managerial position.
• To study the potential evaluation that is analysis of employees capabilities to succeed in
higher level of responsibilities with based on performance rating.
• To understand various managerial competencies field in terms of leadership, talent
competence etc.
• To study the demonstration by the employee in the current job, in comparison within the
standard requirement of the job/responsibilities level.
• To optimized the productivity of each individuals.

Limitation of the study

• The topic understands study is very vast and the assignment task was very less.
• Very few people have knowledge about competency mapping in proper manner.
• At the duration of my study employees are busy in their task.
• In my study we only analysis the knowledge and skill not the Behavioral of the employee.

Rationale of the study

Rational of the study refers to the worth and utility of the study from the future point of view. The
study of the project has helped me gaining the practical knowledge and it will guide me to develop
the competency mapping tool such as questionnaire, template framework.

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In Competency mapping study we can identify the gap between objective and actual performance
demonstrated by employee, the various causes of this gap and the suitable training fill those gaps
and improve his competency.

It will help to minimize the wastage and achievements in quality objective.

Chapter-4

Data analysis

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DATA COLLECTION:

Competency mapping at JSPL,Patratuthat

Major task of the company

The major task of the company is to identify the competent employee and finding the
competecies gap to achieve the organizational goal.

Job description

Possible competencies can be really detemined from well writen job description.Job description
is a written statement of what a job holders does,how it does, and why it is done.

Components of job description

Job title:

It defines and designates the job properly.The departmnet,division etc it indicates the name of
department.From the job titile we can easily identified the basic competencies needed for the
job.For e.g.the dedignation computer operator we can identified that here is basic computer
knowledge is the competencies which are must required.

Responsibilities

It givies comphrensive listing of the dutes together with some indication of the frequency of
occurrence or percentage of time devoted to each major duty.It is regarded as the heart of the job.

Abilities

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Its refer to the individual capacity to perform various task in the job.It may be physical and
intellectual.Both abilities are requied for adequate job performance depends on the ability
requirement for the job.

Job knowledge and skill

Knowledge and skill are basic necessity of the any job.All the jobs are defined in the jon
descriptionwhich includes jon responsibilities and authorities required to perform that paticular
job.We analyzed the following basic information on the job description.

• What level of knowedge do employees need to know and howis that skill required.
• What is the flow of interpersonal communication?
• How should the employee process the knowledge and skill?
• What is the empact on the results when employees make an error?
• What is the scope of responsibilities as far as decisions are concered?
• What is the control mechanismto prevent an error?
• How does the employee direct supervisions?
• What is the environmental level of stress and exposer on the job?

Method of competency identification used in identiying competency skill:

Job description:The merits and dmerits of the job description are given below:

Advantage of job description:

Questinnaire:

Observation:

Employees are observed as they perform a job and information is collected.By observing the
employees during the job the observer came to know te competencies of the employees.By
observing, how employees do their work,how he interact and communicate with the others,and
how much he take interest.

Analysis and interpreatation of the data

Steps of competence mapping in JSPL,Patratu

SL.NO. ACTIVITY METHOD USED

1. Identification of employees handling critical 1. List of critical positions
positions- pertaining to product or process were enlisted by the Sectional
conformity. Heads.

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 2. Same was validated by
HOD’s

2. Enlisting all the tasks carried out by the
employees in a prescribed format
This process was carried by
the employees in consultation
with the reporting officers/ the
employees who have full
knowledge of the role
handled.

3. Enlisting the functional competency Interview method was used to

requirement for each task.
analyze the Knowledge and
skill requirement of each task.
This was done by the
reporting officers in
consultation with HOD’s

4. Quantification of the enlisted competency Each competency was rated in

by setting the desirable extent of the a 5 pointer rating scale:
competency. 5- Expert
4- Proficient
3- Skilled
2- Learning
1- Beginner

5. Competency Mapping The actual competency of

employees handling the
position was rated against the
desirable competency.
5 pointer rating scale was used

6. Validation The validation of desirable

and actual competency was
done by reporting officer,
sectional heads, HOD

Format used:
1. Critical Position Identification Format

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 Critical Postion Identification Format- WRM Operation
Sl. No. Area Position Emp. Code Name Designation Level 1- Freezing Level 2 Validation Level 3- Validation

Employee who has experience of atleast

Level 1- Freezing 2 years working in that position/
Reporting Officer.
Level 2 - Validation Sectional Head
Level 3 - Validation HOD

2. Competency Mapping Format

Position
Name
Emp.Code
Designation
Department

Actual Actual Actual Actual

Actual Actual
Extent Extent Extent Extent
Desirable Extent Desirable Extent
Level 1 Level 2 Level 1 Level 2
Extent Level 3 Extent Level 3
(Reporting (Sectional (Reporting (Sectional
(HOD) (HOD)
Knowledge Manager) Head) Manager) Head )
Sl. No. Tasks Gap Skill Requirement Gap
Requirement
5- Expert 5- Expert
4- Proficient 4- Proficient
3- Skilled 3- Skilled
2- Learning 2- Learning
1- Beginner 1- Beginner

LEVEL- 1 REPORTING MANAGER

NAME DESIGNATION DEPARTMENT SIGNATURE DATE

LEVEL- 2 SECTIONAL HEAD

NAME DESIGNATION DEPARTMENT SIGNATURE DATE

LEVEL- 3 HOD
NAME DESIGNATION DEPARTMENT SIGNATURE DATE

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Sample:

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Employee Details in The Cetral Utility mill Department:

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Suggestion:
• The organization should create awareness about the Competency mapping and their uses
among the employees through various programs.
• Company should analyze all the important roles and required competencies to perform those
roles
• After finding their skills, they can provide the initiatives to the employees to excel as
a potential employee with specific skill. And also they can enhance the multiple skills
among the employees.
• Bygiving a proper communication, the organization can avoid the problems
whileimplementing the competency mapping.

Conclusion:
The competency mapping and assessment provides clear indication of employee development
needs. Candidate weakness with respect to the required competencies discovered in the
assessments show opportunity for development for the candidate.

JSPL, Patratu also benefited out of competency mapping. The organization has used competency
mapping for various purpose like recruitment process, performance appraisal, succession planning,
training and development and promotions etc.

At present scenario,competency mapping is essential for every organization. Only thing that if the
organization used it effectively means, they will definitely get benefit. The employee’s
competencies can be enhanced through conducting various training and development
program,assigning projects to involve all the employees in decision making process.

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Employee Details in The Cetral Utility mill Department

37
Conclusion

Recommedations and suggestions:

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 Bibiliography

https://www.citehr.com/11951-different-types-competency-mapping-benefits.html

http://www.mbaskool.com/business-articles/human-resource/7527-evolving-role-
of-competency-mapping-in-hr.html

http://www.wikihow.com/Do-Competency-Mapping-in-an-Organization

https://www.linkedin.com/pulse/developing-career-pathways-through-competency-
mapping-raul-galarza

https://www.scribd.com/doc/56567213/Copy-of-Competency-Mapping-Final-
Report-Oct-08-2003

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