MAIN PROJECT

A PROJECT REPORT ON

“COMPETENCY MAPPING”IN

INDOWORTH PVT LTD, NAGPUR

Submitted to Yashwantrao Chavan Maharashtra Open

University, NashikIN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE

DEGREE OF MASTER OF BUSINESS ADMINISTRATION

Submitted byMr.

M.B.A. Final Year(IN HUMAN RESOURCE MANAGEMENT)

GuideProf.

Centre

INTRODUCTION

FUNCTIONS OF HUMAN RESOURCE DEVELOPMENT

Recruitment

Promotion

Transfer

Performance Appraisal

Personal records

- 1 -

Disciplinary action

Grievance handling

Recruitment

The recruitment at HIL is done through data banks or from external sources

like Employment Exchange, manpower consultancies, campus and walk-

interviews, advertisement in newspaper.

Promotion

Promotion is a scientific procedure to be adopted by the management to

avoid any misunderstanding among the employees.

A person to whom the promotion is given must be sufficiently tested in all

respect. His efficiency, his record of job performance, his decision making

capacity, leadership, initiative, all the qualities should be proper the tested

and then given him an opportunity of promotion.

Transfer

At HIL the transfer policy for the employees and standardized rules

regarding transfer are as follows:

a) Mode of travel from original location to new location:-Mode of

travel with family from original location to new location as per grade

entitlement specified in the travel policy.

b) Stay arrangements at new location for preview trip: Company will

make stay arrangements for employee’s family for a maximum of

fourteen days

- 2 -

c) Setting allowance: -- To facilitate employee setting down at new

location. A one time allowance will be payable to her/him.

d) Transfer advance: -- An employee can take an allowance from the

original allowance to adjust against transfer reimbursement.

Performance Appraisal

Performance appraisal system is developed by company for achieving

continual development of strength and identifying the once requiring

improvement of employees.

Performance Appraisal process steps:

Setting of performance plan/ targets.

Self-appraisal by the employees of his own performance.

Review by the supervisory management boss.

Assessment of the approval of all individual.

Personal records

Proper record keeping is essential for the working of any establishment. In

personal record include the entire information positive or negative if it is

achievement, promotion, training etc .or negative such as Disciplinary

action. Warning letter or suspended for the given time.

Disciplinary action

It refers to action taken by the management authority against the worker

for the offence committed by him .Disciplinary action is taken by the

management to improve the behavior of the workers. Disciplinary action

may include one or more of the following:

1. Verbal warning

- 3 -

2. written warning

3. Suspension for a particular period

4. Demotion

5. Dismissal

6. Cut-off wages

Grievance handling

A grievance as per HIL specification means communication from an

employees or group of employees expressing dissatisfaction with any

matter or decision-failing and a certain areas defined by a company

connected with their employment. This may include grievance in regarding

pay on compensation, training, job security, career development,

promotion, working condition, transfer welfare activity communication,

discipline, attendance, leave records etc.

TIME OFFICE

This is the most important department of the company. It is responsible for

proper coordination between the employees and the administration. It

performs various which are as follow:-

ATTENDANCE:

For attendance HIL follow electronics punching system. When employees

are come to duty he has to record his attendance as IN-PUNCH, in the

punching machine, when the green lights are glowing. Half an hour after

the shift is started all the recorded punches are collected in a specific

format. An ATTENDANCE RECORD SHEET (ARS) is generated for respective

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department’s .This ARS consist of employee name, his code, designation

and the time of punch. This report is send to the respective departments

The HOD confirms the presence of the employees and after the shifts ends,

this reports is send back to time office. Before leaving the employee has to

again record the punch as OUT-PUNCH. The attendance is confirmed when

both IN and OUT punch are recorded

ABSENTEEISM:

Absenteeism is considered as an in disciplinary conduct. At HIL, when an

employee remain absent from his duty without information for more than

4-5 days, he is issued a warning letter. Normally after 2 warning letters the

employee is expected to resume the duty, in spite of the notice the

employee doesn’t come back, charge sheet is issued against him.

LEAVE ADMINISTRATION:

The employee is entitling to the leave administration policy. This policy

covers 3 types of leave via, Sick leave, Privileged leave, and Casual leave.

The PL is of 30 days for the staff and 20 days for the workers. CL is of 7

days .SL is earned on the basis of number of days worked. Apart of this

every employee enjoys 8 paid holidays.

ADVANCES AND LOANS:

The Company facilitates personal loans, furniture loans, car loans .etc to its

employees. The loans amount is deducted from the salary in the form of

installment. Normally, no new loan is sanction in case of major amount of

previous loan is not return. The Company also facilitates salary advance of

75% of the total salary dates as an advance.

- 5 -

WELFARE SCHEMES:

For welfare of the employee, the company provides company quarters, free

check-up at the Health Care Unit in company premises, schools started by

HIL near to the quarters etc. Bs facility and conveyance charges are given to

who’s who has to travel long distances to reach the company.

WAGE DISBURSEMENT:

The wages are distributed to the worker on the 7th day of the month. The

time office also performs the important function of the salary calculation.

And the preparation of the salary slips of all employees.

PROMOTION POLICY FOR WORKERS:

The promotion of the worker depends upon the assessment of his appraisal

report send to the time office. The promotion can be done with the transfer

of the worker to the different workers. The worker is the tested for his new

responsibility for 3 months. If this is found satisfactory then his promotion is

confirmed.

COMPENSATION OFF:

According to the compensation off policy if an employee works for more

than 4 hours in addition to his routine duty then he entitled to get a half

day off. If the employee works extra for more than 4 hours he entitled to

get 1 full day off.

- 6 -

LTA POLICY:

This policy is available only for the officers and above level. Under this

policy an employee receive traveling allowance along with lodging and

boarding charges. This is only for travel within Indian Territory with the

minimum of 5 days leave.

MEDICAL POLICY:

According to these policy employee gets medical expenses reimbursement

from the company. The rates of reimbursement are for different level of

employees.

Chapter-2

COMPETENCY MAPPING

Competency

Competency Mapping

Competency and Performance

Competency Mapping and Development

Competency Identification

Methods of Competency Mapping

Benefits of Competency Mapping

Model of Competency Mapping

- 7 -

COMPETENCY

Competency is an underlying skill, personal characteristics, or motive

demonstrated by various observable behaviors that contributes to outstanding

performance in a job.

Competencies exist at different level of personality

The various levels are:

Knowledge: -- Information that an individual has

in a particular area.

Skills:--an individual’s ability to do something well.

Behavior: -- Action of a person in a given situation.

Personal characteristics:-

Traits: -- A typical way of behaving such as taking initiative.

Motive:--A fundamental and often unconscious driver of

thoughts and behavior for example concerns for excellence.

Personal characteristics are hard to develop and it is more

cost-effective to select people having the desired personality

trait. Knowledge and kills are easy to develop so training is

cost-effective.

COMPETENCY MAPPING

Competency mapping involves the determination of the extent to which the

various competencies related to a job a possessed by persons. The extent to

- 8 -

which a person is adjustable, resourceful, capable of anticipating threats,

finding solutions and contributing in innovations from which is then

compared to the extent to which the competencies are required for the

job?

COMPETENCY AND PERFORMANCE

One of the major objectives of the companies to improve its performance

every year and set new standards and norms .For every machine there is a

human being and it is the quality of the man behind the machine or the

process which determines the performance of the company .In view of this,

the company depends not on the human assets but the human assets

having rights match of competencies and their levels foe performance

requirements. If the right match of competencies is available with the

employees, then it is their motivation, their work environment and

incentives which help them to give best performance.

COMPETENCY MAPPING AND DEVELOPMENT NEEDS

This model tries to find out many things. It is actually a model, from which

finds out the relationship between competencies required for a job and

competencies being displayed by the person performing the job. This helps

to find out the missing link between the two. An employee rates himself on

a particular competency. If the difference between is more, it is considered

that the employee needs training.

WHO IDENTIFIES?

The competencies required for the job are identified by the head of that

functional department or the team and the function heads of the

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department tries to identify the skills, attitude, and behaviors required for

that job.

METHODS OF COMPETENCY MAPPING

360-degree multi-rating:-It is a type of performance appraisal for

assessing the employees more objectively. This appraisal method

takes care of many thins like what kind of behavior a person has with

superiors, subordinates, peers etc.

Organizational surveys:-In the organizational survey the

questionnaire are filled by the employee, who rates himself

Assessment centre:-It measure four basic competencies –

administrative, communications, supervisors are judged which help

them to develop and expand the needed competencies as identified.

Expert’s rating of job analysis:-Job analysis tools help companies

extract knowledge of core competency required from internal

experts and allow the company to have any number of expert raters

contribute rating on standard competency scale for any job title or

position. The accumulated ratings are transformed into a composite

template defining the ideal competency set for that

position .Employee or job applicants then complete a self-report

version and there are mapped against the template. Skills or

competency gaps are thus identified and informed to the training

decisions.

BENFITS OF COMPETENY MAPPING

Competency Mapping determines the competencies of the employee and

hence which can be used for Performance Appraisal and for providing

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adequate training. Also a skilled workforce, at the heart of a competent

organization, is required today to compete in a fast, global market place. Only

companies that engage the hearts, encourage the souls and educate the minds

winds will stand a chance in the race towards the future.

A Model for Competency Mapping

- 11 -

Heads of Functional Departments

Finance/ Marketing /HR/Technical/Others

Heads of the Functional Departments explain in detail what all competencies should an employee possess and to what degree

HR DepartmentHR Department designs such a performance appraisal

method, which checks the competencies possessed by the employee and to what degree.

Chapter-3

Research Methodology

Research Design

Sampling

Research Instrument

- 12 -

Training

Comparisons

Self rating by employee on

each competencyMissing Links

Competencies’ requirements given

by various heads

Functional heads also define the extent to which an employee possesses a competency as per their

knowledge

HYPOTHESIS

This study is related to the1. To study competence mapping at Hindalco Industries

Limited.2. To study the factors affecting to the performance of

employees. So the hypothesis of the study is

Whether the competence mapping help to improve performance of employees.

RESEARCH METHODOLOGY

RESEARCH DESIGN

The design chosen for this project was “DESCRIPTIVE RESEARCH DESIGN “.Which is used when the purpose of the research is to?

- 13 -

Describe the characteristics of the certain groups. Estimate the proportion of the people in a specified population who behave in

a certain way. Make specific predictions.

RESEACRH INSTRUMENT

The research instruments used for the project are. Questionnaires Personal Interview

SAMPLING METHODSThe sampling method used was Probability Sampling, under Simple Random Method was used.

SAMPLE SIZE: 100

SAMPLE UNIT: employee of INDOWORTH PVT LTD, NAGPUR

SAMPLE AREA: All Department where they work

Chapter-4

Data Analysis and Findings

- 14 -

ANALYSIS

Q1) Do you having complete job knowledge?

Job Knowledge Yes No

No. of Employee 107 3

% of Employee 97% 3%

- 15 -

0%

20%

40%

60%

80%

100%

120%

Yes No

Job Knowledge

% o

f E

mp

loye

e

Q2) Do you have proper communication between you and your colleague?

Communication Yes No



- 16 -

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Yes No

Communication

% o

f E

mp

loye

e

Q3) does your supervisor guide you well?

Senior Guidance Yes No



- 17 -

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Yes No

Senior Guidance

% O

f E

mp

loye

e

Q4) Is Your Working Atmosphere Pleasant?

Yes No



- 18 -

42%

44%

46%

48%

50%

52%

54%

56%

Yes No

Working atmosphere

% o

f E

mp

loye

e

Q5) Do you enter into any argument with your supervisor?

Yes No



- 19 -

0%

10%

20%

30%

40%

50%

60%

70%

80%

Yes No

Arguments

% o

f em

plo

yee

Q6) Do you work with full concentration?

Concentration Yes No



- 20 -

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Yes No

Concentration

% o

f em

plo

yee

Q7) Do you help your colleague whenever necessary?

Yes No



- 21 -

0%

20%

40%

60%

80%

100%

120%

Yes No

% o

f E

mp

loye

e

Q8) Do you find the need of change in your work?

Yes No



- 22 -

42%

44%

46%

48%

50%

52%

54%

56%

Yes No

Change in work

% o

f em

plo

yee

Q9) Are you satisfied with your salary?

Payment Yes No



- 23 -

0%

10%

20%

30%

40%

50%

60%

70%

Yes No

Payment

% o

f E

mp

loye

e

Q10) Are you cool persons?

Yes No Medium

No. of Employee 87 3 20

% of Employee 79% 0.03 20.97%

- 24 -

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Yes No Medium

% o

f E

mp

loye

e

Q11) is the company employee oriented/ employer oriented/both?

Employee Employer Both

No. of Employee 29 62 19

% of Employee 26.36% 56.37% 17.27%

- 25 -

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

Employee Employer Both

% o

f E

mp

loye

e

Q12) Are you satisfied with your job?

Yes No


% of Employee 81.8% 18.2%

- 26 -

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

Yes No

% o

f E

mp

loye

e

Q13) what about you’re working time?

Excellent/ Good /Average / Poor

Excellent Good Average Poor

- 27 -

No. of Employee 2 23 79 6

% of Employee 1.8% 20% 72.7% 5.5%

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

Excellent Good Average Poor

Working Time

% o

f E

mp

loye

e

Q14) what about your workload?

i. O.K/ need to be Increased/Need to be decreased

O.K Need to be Need to be

- 28 -

Increased decreased



0%

10%

20%

30%

40%

50%

60%

70%

O.K Need to be Increased Need to be decreased

% o

f E

mp

loye

e

Q15) what type of communication you prefer?

a. Direct / Indirect

- 29 -

Direct Indirect



0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Direct Indirect

% o

f E

mp

loye

e

FINDINGS

From the Data it is found that in there scope of development in the below

following areas:

- 30 -

co-operation

Job Knowledge

Worker Development

Stress Management.

Interpersonal Relations

Attitude

Job Satisfaction

Motivation

REQUIRED

10% 3%

24%

12%9%9%

20%

13%

co-operation

Job Knowledge

Worker Development

stress Mgnt.

Interpersonal Relations

Attitude

Job Satisfaction

Motivation

Chapter-5

Conclusion

- 31 -

CONCLUSION

- 32 -

After analyzing the data it can be the employees feel the need of

worker development.

The workers undergo lot of stress where further development is

required.

It can be inferred that maximum of the employees is not satisfied

with their jobs and hence maximum scope of development is there in

this area.

Also most of the worker feel the need of change in the work due to

boredom and also want to learn new things.

The working atmosphere of the workers is unpleasant which create

hindrance for them to perform their efficiently and effectively.

The worker motivation level is low which can be increased.

Also the workload is more putting pressure on their work.

Chapter-6

- 33 -

Suggestion

SUGGESTION

- 34 -

On the basis of the information gathered and analyzed the following

suggestion came up all by itself. These factors need to be closely looked

into and depending upon the feasibility of the management can be

implementing according in order to walk hand in hand with its work force.

As most of the employees are not satisfied with their job the

management should take necessary steps in order to increase their

job satisfaction level.

Certain changes must be brought in the working environment of the

working environment of the employee, so that it can be boost them

to work efficiently.

Various Counseling programs must be conducted in order to reduce

the stress on the workers.

Changes must be brought in the work (job rotation) so as to reduce

boredom and enrich enthusiasm in them.

Various monetary and non monetary benefits should be given by the

management in order to motivate them.

Training should be given to increase the skills and knowledge in the

new techniques and machinery.

The communication between supervisor and the worker are to be

made better.

Chapter-7

- 35 -

Limitation

LIMITATIONS

- 36 -

While filling up the questionnaire availability of the worker were not

adequately arrange because of their delinquent job.

Workers were reluctant to fill the questionnaire.

Chapter-8

- 37 -

Bibliography

BIBLIOGRAPHY

- 38 -

Industrial Relations and Personnel ManagementDr. M V PyleeA Simon George

Research MethodologyC R Kothari

HRM Review – Performance ManagementSeptember 2003, July 2006

Website: www.google.com www.humancapital.com

Chapter-9

Appendix

- 39 -

TECHNICAL SKILL MAPPINGSr.no Emp

codeEmployee name

Employee designation

Date of joining

PIC/MIN DOFF/MIN GAT/MIN Remark

- 40 -

QUESTIONNAIRE

Name: Date:

Designation: Department:

Emp. code no: Years of service:

Family Background: No. of members:

Marital status: Married/unmarried:

- 41 -

Sources of earning: Place of residence:

Basically from:

Questions Yes No RemarkAre you cool persons?

Do you having complete job knowledge?

Do you have proper communication between you and your colleague?

Does organization pay attention to your demand?

Does your supervisor guide you well?

Is your working atmosphere pleasant?

Do you feel the need of training?

Do you enter into any argument with your supervisor?

Do you get recognition for job well done?

Do you work with full concentration?

Do you help your colleague whenever necessary?

Are you satisfied with your wages?

Do you find the need of change in your work?

Do you greet your senior when you meet?

Do you receive your salary/wages on time?

Do you accept your mistakes?

Are you regular on your job?

Is the company employee oriented?

Are you satisfied with your job?

What about you’re working time?

Excellent/ Good /Average / Poor

What type of communication you prefer?Direct / Indirect

What about your workload?O.K/ need to be Increased/Need to be decreased

What types of training you prefer?

- 42 -

What more facilities you want from the organization?

Suggestions (if any):

Thank you

- 43 -

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