A PROJECT REPORT ON

“COMPETENCY MAPPING”
IN
INDOWORTH PVT LTD, NAGPUR
Submitted to
Yashwantrao Chavan Maharashtra Open
University, Nashik
IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE
DEGREE OF MASTER OF BUSINESS ADMINISTRATION

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

Guide
Prof.

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.

-2-
 b) Stay arrangements at new location for preview

trip: Company will make stay arrangements for

employee’s family for a maximum of fourteen days
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.

-3-
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
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:-

-4-
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 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:

-5-
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.

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:

-6-
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.

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.

-7-
 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

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.

-8-
 • 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 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

-9-
.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 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.

- 10 -
 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 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

- 11 -
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

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 Department
HR Department designs such a
performance appraisal method, which
checks the competencies possessed by
the employee and to what degree.

- 12 -
 Comparisons

Competencies’ Self rating

requirements by employee
given by Missing on each
various heads Links competency

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

Chapter-3

Research Methodology

• Research Design
• Sampling
• Research Instrument

- 13 -
 HYPOTHESIS
This study is related to the
1. 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?
• 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.

- 14 -
RESEACRH INSTRUMENT

The research instruments used for the project are.

• Questionnaires
• Personal Interview

SAMPLING METHODS
The 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

- 15 -
ANALYSIS

Q1) Do you having complete job knowledge?

Job Knowledge Yes No

No. of Employee 107 3
% of Employee 97% 3%

- 16 -
 120%

100%
% of Employee

80%

60%

40%

20%

0%
Yes No
Job Knowledge

Q2) Do you have proper communication between you

and your colleague?

Communication Yes No
No. of Employee 105 5
% of Employee 95% 5%

- 17 -
 100%
90%
80%
70%
% of Employee

60%
50%
40%
30%
20%
10%
0%
Yes No
Communication

Q3) does your supervisor guide you well?

Senior Guidance Yes No

No. of Employee 92 18
% of Employee 83% 17%

- 18 -
 90%
80%
70%
% Of Employee

60%
50%
40%
30%
20%
10%
0%
Yes No
Senior Guidance

Q4) Is Your Working Atmosphere Pleasant?

Yes No
No. of Employee 60 50
% of Employee 54% 46%

- 19 -
 56%

54%

52%
% of Employee

50%

48%

46%

44%

42%
Yes No
Working atmosphere

Q5) Do you enter into any argument with your

supervisor?

Yes No
No. of Employee 56 54
% of Employee 69% 51%

- 20 -
 80%
70%
60%
% of employee

50%
40%
30%
20%
10%
0%
Yes No
Arguments

Q6) Do you work with full concentration?

Concentration Yes No
No. of Employee 104 6
% of Employee 94% 6%

- 21 -
 100%
90%
80%
70%
% of employee

60%
50%
40%
30%
20%
10%
0%
Yes No
Concentration

Q7) Do you help your colleague whenever necessary?

Yes No
No. of Employee 108 2
% of Employee 98% 2%

- 22 -
 120%

100%
% of Employee

80%

60%

40%

20%

0%
Yes No

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

Yes No
No. of Employee 59 51
% of Employee 54% 46%

- 23 -
 56%

54%

52%
% of employee

50%

48%

46%

44%

42%
Yes No
Change in work

Q9) Are you satisfied with your salary?

Payment Yes No
No. of Employee 45 65
% of Employee 41% 59%

- 24 -
 70%

60%

50%
% of Employee

40%

30%

20%

10%

0%
Yes No
Payment

Q10) Are you cool persons?

Yes No Medium
No. of Employee 87 3 20
% of Employee 79% 0.03 20.97%

- 25 -
 90%
80%
70%
% of Employee

60%
50%
40%
30%
20%
10%
0%
Yes No Medium

Q11) is the company employee oriented/ employer

oriented/both?

Employe Employ
e er Both
No. of Employee 29 62 19
% of Employee 26.36% 56.37% 17.27%

- 26 -
 60.00%

50.00%
% of Employee
40.00%

30.00%

20.00%

10.00%

0.00%
Employee Employer Both

Q12) Are you satisfied with your job?

Yes No
No. of Employee 90 20
% of Employee 81.8% 18.2%

- 27 -
 90.00%
80.00%
70.00%
% of Employee

60.00%
50.00%
40.00%
30.00%
20.00%
10.00%
0.00%
Yes No

Q13) what about you’re working time?

Excellent/ Good /Average / Poor

Excelle Good Average Poor

nt
No. of 2 23 79 6

- 28 -
 Employee
% of Employee 1.8% 20% 72.7% 5.5%

80.00%
70.00%
60.00%
% of Employee

50.00%
40.00%
30.00%
20.00%
10.00%
0.00%
Excellent Good Average Poor
Working Time

Q14) what about your workload?

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

O.K Need to be Need to be

- 29 -
 Increased decreased
No. of
Employee 46 64
% of
Employee 42% 58%

70%

60%

50%
% of Employee

40%

30%

20%

10%

0%
O.K Need to be Increased Need to be decreased

Q15) what type of communication you prefer?

a. Direct / Indirect

- 30 -
 Direct Indirect
No. of Employee 91 16
% of Employee 85% 15%

90%
80%
70%
% of Employee

60%
50%
40%
30%
20%
10%
0%
Direct Indirect

FINDINGS

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

the below following areas:

- 31 -
• co-operation
• Job Knowledge
• Worker Development
• Stress Management.
• Interpersonal Relations
• Attitude
• Job Satisfaction
• Motivation

REQUIRED

co-operation

10% 3% Job Knowledge

13%
Worker Development
20% stress Mgnt.
24% Interpersonal Relations
Attitude
9% 12%
9% Job Satisfaction
Motivation

Chapter-5

Conclusion

- 32 -
 CONCLUSION

• After analyzing the data it can be the employees feel

the need of worker development.

- 33 -
 • 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

- 34 -
Suggestion

SUGGESTION

- 35 -
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

- 36 -
Limitation

LIMITATIONS

- 37 -
 • 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

- 38 -
Bibliography

BIBLIOGRAPHY

- 39 -
• Industrial Relations and Personnel Management
Dr. M V Pylee
A Simon George
• Research Methodology
C R Kothari

• HRM Review – Performance Management

September 2003, July 2006

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

Chapter-9

Appendix

- 40 -
TECHNICAL SKILL MAPPING

- 41 -
 Sr.no Emp Employee Employee Date of PIC/MIN DOFF/MIN GAT/MIN Remark
code name designation joining

QUESTIONNAIRE
Name: Date:

Designation: Department:

- 42 -
 Emp. code no: Years of service:

Family Background: No. of members:

Marital status: Married/unmarried:

Sources of earning: Place of residence:

Basically from:

Questions Yes No Remark

Are 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

- 43 -
What about your workload?
O.K/ need to be Increased/Need to be decreased

What types of training you prefer?

What more facilities you want from the organization?

Suggestions (if any):

Thank you

- 44 -