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TRAINING NEEDS IDENTIFICATION THROUGH
COMPETENCY MAPPINGAT
NITHYA REDDY MBA-HRM0808030
Chennai
NITHYA
COMPETENCY MAPPING
A Competency is an underlying characteristic of a person which enables him /her to deliver superior performance in a given job, role or a situation.
Visible
Hidden
COMPETENCY
MAPPING
Set of SKILLS
Relates to the ability to do,
Physical domain
ATTRIBUTE
Relates to
qualitative
Aspects personal
Characteristics
Outstanding Performance
of tasks or activities04/09/23 2
NITHYA
COMPANY PROFILE
ONGC(Oil and Natural Gas Corporation Limited) is an Indian Public Sector petroleum
company contributes 77% of India's crude oil production and 81% of India's Natural Gas
production.
First in terms of profits earned;
First in terms of dividends
First in terms of total assets
Fourth in terms of net sales.
04/09/23 3
NITHYA
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVES:
To map the competencies required for the performance of critical Job
functions in Material Management and Finance discipline at ONGC Chennai.
To identify the job competencies in terms of Knowledge, skills and attitudes
required for employees to perform their job efficiently & effectively.
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SECONDARY OBJECTIVES:
To develop KSA’s (Knowledge, Skills & Attitude) Directory for Material management
and Finance Discipline.
To evaluate the current level of knowledge, skills and abilities possessed by
employees through mapping methods.
To rate the relative importance of various attitude required for successful performance
of job function in Material Management and Finance Department.
To develop the Generic competency dictionary.
To suggest suitable measures including Training Programmes for bridging
Performance gaps in order to enhance the competence of employee.
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SCOPE OF THE STUDY
The Scope Of the study involved during the project period with Regional Training
Center, ONGC, Chennai covers the overall Job competencies of managerial and
executive level in material management and Finance discipline at ONGC Chennai.
As a researcher, associated with this part of the project and assisted the Project
Coordinator in administering the questionnaire to employees, conducting Behavioral
Events Interviews (BEI) using the Focus Groups and identifying training needs.
The overall study prophecies the Job Analysis, Job Description and identification of Job
Competencies of four important job functions of material management, six important
job functions of Finance Discipline which juxtaposes in appraising the current job
competency of employee to that of actual competence do the job requires which clearly
depict of training needs.
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LIMITATIONS OF THE STUDY
The study is new to organization setup Chennai, respondents found difficult
with methodologies used in mapping process.
Due to limited Time Constrain able to enfold my report with Training Needs
Identification in Material Management Only.
Further implementation of training programmes is expected to be undertaken
by RTI, ONGC, Chennai As such, unable to associate myself in this part of
the project, since this is expected to take at least six more months.
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RESEARCH METHODOLOGYPrimary Data:
Job analysis Questionnaires
Behavior event interview
Critical Incident technique
CAVE( content analysis verbal expression)
Secondary Data:
Internet
Journals
Books on competency mapping-(The Competent Manager: A Model For Effective Performance by
Richard e boyatzis) & Seema Sanghi.
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DATA ANALYSIS & INTREPRETATION
SAMPLE SIZE:
Material Management(16)+ Finance Discipline(29) = 45
RESEARCH DESIGN:
Descriptive Research
STATISTICAL TOOLS
1. Chi Square
2. Percentage Analysis Method
04/09/23 9
GAP ANALYSIS TABLE IN MATERIAL MANAGEMENT DISCIPLINE
S.No COMPTENCIES INDIVDUAL ASSESSMENT(%)
CONTROLLING OFICER ASSESSMENT(%)
ASSESSMENT GAP(%)
1. KNOWLEDGE 74 69.45 4.55
2. GENERIC SKILLS
83.64 73.54 10.1
3. COMMON Functional Skills(SAP System)
80.31 62.3 17.91
4. Contracts 80 74.1 5.9
5. Purchase 82 73.6 8.4
6 Stock verification 80 76 4
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FINDINGS
Majority of the employees unable to identify job competencies mostly in
terms of Skills, as it clearly pictured the difference between the total
outputs obtained from the questionnaires which were further validated
through Behavioral Events Interview (BEI)
The Respondents response to Critical Incident Method depicts low
performance impression mostly through technical interruptions.
Through Performance Appraisal formats and GAP Analysis majority of
respondents need training upgradation mainly on SAP system and
common generic skills to perform the job effectively.
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04/09/23 NITHYA 12
The focus group interviews conducted and rating through
questionnaire helped in prioritizing attitude in the order of their
relative importance.
The design of management jobs or the elements in organizational
environment are not utilizing the talents available in Managers.
Assessment centre-testing Mechanisms formats are not well defined.
The findings based on the whole study have the implications for the
choice of training Programs.
SUGGESTIONS
1. The Company will have to develop well defined testing mechanisms through setting up of Assessment Centers.
2. Mapping process should be continuous for two types of developmental activities.
i. Developmental assessment
ii. Mentoring or Guidance
3. The Designed Training Programs should incorporate competency Acquisition Process. Which involves six stages as given below.
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CONCLUSION
The research carried out has enable ONGC, Chennai in identifying training needs in
Material Management department. Competency map for three job function in Material
Management and six job functions in Finance discipline has been the first initiative in
entire Organization, Chennai., using competency Mapping Methods. Once the
Assessment Centers are well defined and the improved testing mechanism is developed
to assess the competencies of the employees, the organization will be benefitted
immensely in multiple areas of job placement, succession planning, identification of
training needs and introduction of performance management systems.
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CONTRIBUTIONS
1. Developed KSA(Knowledge, Skills, Attitude) Directory
for Material Management and Finance Discipline.
2. Originated Generic Dictionary of Behavioral
Competencies.
3. Assisted in conducting Behavioral Event Interview.
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Special Thanks To….. K.L.Kapoor GM of RTI.,ONGC; M.V.Cherian DGM-HR.,ONGC; R.Pandian- DGM-MM., ONGC; G. Nalappan – CM(IE)., ONGC; Prof. T.Vaidegi RAM - Faculty Guide at MSB; Prof. Suresh Srinivasan –X -Faculty Guide at MSB;
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