Project of scince

8/13/2019 Project of scince

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MINI PROJECT

MINI PROJECT

On

Nirlep Appliances Ltd.

Aurangabad.

By

GORAKH VISHNURAO MHETRE

M.B.A. 1st

Semester - Year 20122013

(Roll No. - __________)

SUBMITTED TO

Dr. Babasaheb Ambedkar Marathwada University,

Aurangabad.

GUIDED BY

PROF: D.P. NATH

B.G.P.S.SHRI SAI INSTITUTE OF MANAGEMENT &RESEARCH

P-75, Chikalthana M.I.D.C., Behind Garware Polyester,

Aurangabad. - 431210.


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CERTIFICATE

This is certify that the Project entitle COMPETENCY MAPPING is submitted by

GORAKH VISHNURAO MHETRE as per the requirement of Dr. Babasaheb

Ambedkar Marathwada University, Aurangabad in the partial fulfillment of

M.B.A.(Master of Business Administration)1st

Semestercourse in the Academic

Year 2012-2013.

Date: / /201

Place: AURANGABAD

GUIDED BY DIRECTOR

PROF. D.P. NATH PROF.

B.G.P.S.

SHRI SAI INSTITUTE OF MANAGEMENT

&RESEARCHP-75, Chikalthana M.I.D.C., Behind Garware Polyester,

Aurangabad. - 431210.


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DECLARATION

I GORAKH VISHN URAO MHETRE hereby declare that, this project report is

the intensive study during the period of TWOmonths and Nirlep Appliances Ltd.

Aurangabad.

All the facts and figures that are available in this report are genuine,authentic and purely based on the studies.

COMPETENCY MAPPING

Date: / /201

Place: AURANGABAD


M.B.A. 1ST

Semester

ACKNOWLEDGEMENT


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I express my healthy thanks to Mr. SAHIL PANDASE (HR Manager) of

NIRLEP APPLIANCES LTD. AURANGABAD. For gives his valuable time for project

guidance, and without his guidance this project is difficult for me.

I thankful to that member of organization who indirectly supports me in my

project. Overall I heartily thanks to our PROF.D.P.NATH

faculty for the kind co-operation and time to time guidance.

Thank you.


M.B.A. 1st

Semester

TO WHOMSOEVER IT MAY CONCERN


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This is certify that GORAKH VISHNURAO MHETRE a student of SHRI SAI

INSTITUTE OF MANAGEMENT & RESEARCH, Aurangabad.

He has done his project on THE NIRLEP COMPANYas Corporate Training

Center & Sports Club at Carol Info. Services Ltd. Aurangabad. A group of NIRLEP

Ltd.

We have found him sincere, Honest and Hardworking during this training

period in this company.

We wish him all success in his life

Date:

FOR M/S Carol Info. Services Ltd. Aurangabad.

Ms. MANISHA BRAMHA

Dy. General Manager.

INDEX

Sr. No. TOPIC Page No.

01 Introduction and Methodology of The Project 07

02 Objectives Of Competency Mapping 13

03 Company Profile 15

04 History of NIRLEP 17

05 Competency Concept 23

06 Mapping a Clear Path 27


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COMPETENCY MAPPING IDENTIFYING COMPETENCIES

28

29

07 Competencies and Description 30

08 Assessment Tools

ADAPTABILITY ALIGNING PERFORMANCE FOR SUCCESS

32

33

34

09 Working Method

DEVELOPING A SUCESSFUL TEAM BUILDING PARTNERSHIP

35

36

37

10 Benefits of Competency Mapping

BUILDING TRUST 383911 Competency Mapping at NIRLEP

COMMUNICATIONS40

41

12 Conclusion

COUSTOMER FOCUS42

43

13 Bibliography 4445


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INTRODUCTION

AND

METHODOLOGY

OF

THE PROJECT

INTRODUCTION AND METHODOLOGY OF THE PROJECT


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Following is the process which followed by us for research. The list indicates that the research

process consist of a number of closely related activities.

Formulating the research problem. Extensive literature survey. Development of working hypothesis. Preparing research design. Collection data. Data analysis. Actual use of data.

1. Formulating the Research Problem:To Find out importance of competency in field, it works, how competency.

Mapping occurs, as a competency is an important to achieve the expected performance

standard.

Competency is the state or quality of being adequately or well qualified to perform a

task. It is synonymous with ability.

A person gains ability through education, training, experiences or natural abilities, while

there are many definitions of competency, most of them have to common components.

The competency is observed or measurable knowledge, skill and abilities (KSA) These KSAs must distinguish between superior and other performance. Competency + Attitude = Performance.

This task of formulating, or defining, a research problem is a step of greatest importance in theentire research process. The problem to be investigated must be defined unambiguously for

that will help discriminating relevant one.

2. Extensive Literature Survey:


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Once theproblemhas formulated, we glanced following literature before starting project work.

Books of Competency Mapping. Various Internet Websites. Articles on Competency Mapping. Discussion with the Expertise Person on Competency Mapping. Company Articles.

3. Developmentof Working HypothesisAfter extensive literature survey, we deicide the working hypothesis. Working hypothesis is

tentative assumption made in order to draw out and test its logical or hypothesis or imperial

consequences, as such the manner in which research hypothesis are developed is particularly

important Rajarshi Shahu Institute of Management they provides focal points of research.

The role of hypothesis is to guide to move on a right track. It sharpens our thinking and

focus attention on are important facts of the problems. It also indicates the type of data

required and the types of method of data analysis to be used.

4. Preparing Research Design:A research dressing is the arrangement of conditions and analysis of data in a manner that aims

to combine relevance to the research purpose with economy in procedure. Research design

constitutes the blueprint for the collection, measurement and analysis of data.

5. Method of Collection data:A task of data collection begins after a research has been defined and research/ plan chalk out,

while deciding about the method of data collection to be used for the study, the researcher

should.

Collection of Primary Data:


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The primary data collected though interview method, observation method questionnaire

method and schedules method but here interview and questionnaire methods are used for

data collection.

Interview Method:In this personal and telephone interview involved. In personal interview asking the question

generally in a face to face contact to the persons. This sort of interview may be in the form of

direct personal investigation or it may be an indirect oral investigation. In this manner interview

are taken and data are collected.

Questioner Method:This method of data collection is quite popular particularly in case of big inquires a

questionnaire consist of a number of printed or typed in a defined order on a form or set of

forms.

The method of collecting of data by this method is most extensively employed in various

economic add business surveys. In that study we selected number of persons from a company

and we visit them, ask questions about competency mapping. Fill the questionnaires from

them, and through metho9d primary data get collected. All data collected is analyzed properly

finding is done.

These two methods are used throughout a collection of data. These are lot of methods for

this data collecti0ns but these two methods are popular and useful for data collections.

Collection of Secondary Data:

Secondary data means data already available, r4efer of the data which have already been

collected and analyzed by someone else. When the researcher utilized secondary data hen he

look in various sources from where obtains them.

Sources of secondary data:

Books of Competency Mapping Various Internet Websites Articles on Competency Mapping Job descriptions


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Files Of Employees Discussion With the Expertise Person Competency Articles

Researcher must be very carefully in using secondary data, by way of caution; the researcher

before using secondary data must see that they process following characteristics like reliability

of data, suitable of data, and adequacy of data. All these data get used ii the study of

competency mapping.

6. Analysis of Data:After the data have been collected, the research turns to the task of analysis of data required a

number of closely related operations such as establishment of categories. Thus research should

classify the raw data into some purposeful and usable categories.

During this project research study data collected from the company executives,

manages of various departments, employees of departments, human resource management

and findings are found out.

7. Actual use of data:These collected data is actually used in a research paper, data collected from a primary

and secondary sources, the conclusion drawn suggestion give in this manner an actual use of

data is done.

By defining the levels, (Basic, Advance, Competent, Expert) and Competencies, the

researcher has made a questionnaire in tabular format and collected all the information. Them

the self, (Managers,) superior and their subordinates of the company rate competencies in four

level.

These data collected is use in competency mapping in organization. From that

importance of companies are found out.


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Position Information Questionnaire: (PIQ)

What type of Competencies you have?

What type of Competencies do you think that you should adopt?

What type of Competencies do you think that you subordinate should adopt?


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Objectives of Competency Mapping

1) Clear job Profile, Which highlight Key Responsibilities and the Key Activities expected ofthe job.

2) Alignment of the job profiles with internal customer/ supplier expectations and to theexpectations of job of top management. This builds a strong process orientation and

strengthens the team competency in additional to individual competencies.

3) A clear identification of competency requirement of each position. This would also help Icompetency based recruitment.

4) A clear identification of competency gap of the position holder with respect to thecompetency recruitments of hit position. This process ensures an acceptance of these

gaps by the position holder.

5) A customized development plan for the position holder for closing the competency gapsand enhancing his/her performance.


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Company Profile


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Company Profile

Company Name : NIRLEP Appliances Ltd.

Parent Plan : At Aurangabad (Maharashtra)

Managing Director : Mr. Mukund Bhogale

Address : B-5, MIDC, Station Road, Aurangabad - 431005

Phone No. : +91-240-2376121, 2376788

Fax No. : +91-240-2376214

Website : http://www.nirlep.com

Product Location : Home Appliances (Coated Kitchenware)

Location : 1 K.M. From Railway Station Road

Plant Layout : Process Layout

Employee Numbers : 216 (Total)

Market : Domestic Market (Measure)

Export : Western Countries (Europe)
http://www.nirlep.com/http://www.nirlep.com/http://www.nirlep.com/


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History of NIRLEP

History of NIRLEP


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Mr. Mukund Bhogale, Managing Director, Nirlep, traced the history of Nirlep Group and with

its history if industrial development of Aurangabad. In 1960s, government encouraged setting

up of co-operative industrial estate in backward areas. Umasons was the first manufacturing

unit to be set up in Aurangabads co-operative industrial estate in 1960 today, the group has

interested in kitchen appliances, auto components, special paints, coating among others he

pointed out. Mr. Mukund Bhogale recalled that international players in non-stick cookware

from France, Tefal, he offered to form a joint venture with Nirlep. That would have meant

relinquishing management control. We decided to take global completion head on instead

NIRLEP was the first brand of non-stick cookware to be introduced in India in 1968. The entire

technology for manufacturing was developed in house.

NIRLEcontinues to be a strong market leader in the India non-stick cookware with a market

share of around 40% (percent).

NIRLEproducts are manufactured at three factories, two in Aurangabad and one in Jalna (All in

Maharashtra). These factories are semi automatic and are equipped with state of the art

machinery like automatic spray guns, automatic digressing plant, spiral grooving machines,

hydraulic press, base grooving machines and stud welding machines etc.

Quality is taken very seriously at NIRLEP and each and every piece through a quality

control check at every stage of manufacturing.

The company is owned by technocrat Engineers who are deeply involved in day to day

operations of the organization and have a wide knowledge in manufacturing non-stick

cookwares.

NIRLE has a very strong distribution network in India It has authorized distributors chain in

almost every state of India coupled with a strong & dedicated field force to ensure sales and

service at around 900 retail outlets.

NIRLEbelieves in three basic tentsIntegrity in business, Quality & Fair Price.


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HUMAN RESOURCE DEPARTMENT

I. Recruitment and selection.II. Wages and salary administration.

III. Training and development.IV. Preparation performance appraisal.V. Employee welfare.

VI. Preparation of employee profile.VII. Manpower analysis report.

VIII. Employee motivation and involvement.IX. Arrangements of meeting and other functions.

Recruitment and selection:

The employees recruitment and selection is routine but an important task.

The company requires the labor force in quantity as well as quality without this; the companywill not able to achieve the objective.

The various department managers after having the data of available vacancies information to

Human Resource Department.

Following steps are involved in recruitment and selection:

Advertising:

It is general method to recruit the higher level manager and middle level managers. They prefer

newspaper and internet services in country. In advertisement all detail of job mention clearly,

so that right type of applicant is likely to responds.


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Consultant:

It is the common method for recruitment the middle level managers. And maximum local

consultancies use for it.

Scientific selection:

It there are number of application for a post then the short list is drawn up and according to

this list they are called for particular interview.

Assessment Of candidates:

NIRLEP look the following points when they recruit the candidates.

Physical Markup

Education

Experience

General Intelligence

Special Aptitude

Attitude

Interest

According to Nirlep Appliances, the selection of employees is complicated and serious matter

than purchasing the material because working selection leads to consumption of time, money

and energy spend on his through training and all leads to lose of the factory.

Selections of candidates are not the responsibility of Human Resource Department but

also the department for which candidate going to work. Therefore in selection of middle level

managers, supervisors, engineers, head of the department must be involved in selection

process.


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Wages and Salary Administration:

Wages and Salary Administration is important function of the industry. Nirlep maintain sound

policies and practices of employee compensation.

For compensation of the following points must be considered.

Job analysis. Job description and job evolution. Performance appraisal. Wage legislation.

NIRLEP Appliance Ltd.

Job Description Report for Designation.

Line No:

Department: Section:

1. Qualification required2. Experience required3. Skill required4. Responsibilities5. Service required6. Working conditions7. Personnel characteristic required (Rajarshi Shahu Institute Studying Sex, Age, Health)8. Others


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Job Evolution:

In NIRLEP in job evolution technique following factors are consider:

1. Education.2. Experience.3. Skill required.4. Responsibilities.

With the help of job analysis Description report job is done.

Basically recruiting, selecting, training and development is the four important part of Human

Resource Department for the candidates. By this Human Resource Department gates the

performance what the ever they want for company profit.


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Competency Concept


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Competency Concept

Significance of Competencies:

The word competency is not new, however, it is loosely used to mean different things by

different people. At the same time, the emergency of competency as a basis for humanresource planning is of comparatively recent origin. This note is written to facilitate correct and

understanding to the model.

What is a Competency?

A competency is an underlying characteristics of a person which enables them to deliver

superior performance in a given job, role or situation. The iceberg model shown bellow, shows

in diagram bellow different level of competency.

SKILL

KNOWLEDGE

SOCIAL ROLE

TRAIT

SELF IMAGE


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Skills are things that people can do well. For Example, programming. Knowledge is what a person knows about a specific topic. For Example, Computer

Knowledge.

Social is the image that an individual displays in public: it represents what he or shethinks. It reflects the value of person. For Example, Being a good employee or leader.

Traits are enduring characteristics of people. They reflect the way in which we tendto describe people. For Example, She is reliable, or He is adaptable.

This characteristics are habitual; behaviors by which we recognized people.

Motives are unconscious thoughts and preferences which drive behavior

because the area source of satisfaction. For Example, Achievement drives, waiting to

do better.

Competency may take the any form like knowledge, attitude, skill, motives,

values or self-concept. Competencies may be groped in to various areas. In a classic

article published a few decades ago in Harvard Business Review, Dnniel Kartz

Grouped competencies under three areas. Which were letter expand by Indian

management professors into four groups that are as Technical, Managerial,

Behavioral and conceptual.

Team work or team management competency can be defined in terms of

organizational specific and level specific behaviors for a given organization. At top

levels it might mean the case of one organization ability identify utilize and

synergize the contribution of project team ability and carry along the top

management team Rajarshi Shahu collagelutet.

Diversity management it is put here in much more simplistic way while in

competency mapping all details of the behaviors to be shown by the person

occupying that role are specified.


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Competency Groups:

1. Technical or Functional:

Dealing with the technology or knownhow associated with the function, role and task.

2. Managerial or Organizational:

Dealing with managerial aspects, organizing, planning, mobilizing, resources, monitoring and

system use.

3. Human or Behavioral:

Rajarshi Shahu Institute Studying competencies that are personal, interpersonal and team

work.

4. Conceptual or Theoretical:

Rajarshi Shahu Institute Studying competencies like visualization and model building.

Competency

Groups

Technical

Or

FunctionalManagerial

Human

Or

Behavioral


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Mapping

A

Clear Path


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Mapping a Clear Path

Competency Mapping.

Competency mapping is the process of identification of the competencies required to

perform a successfully a given job or role set of task at a given point of time competency

assessment is the evolution of the extent to which a given individual or in the set of individual

process these competencies requires by a given role of set of role. Competencies can be

identified by experts. HR specialists, job analyst psychologists or the industrial engineers in

consultation with the managers, current and post role holders with line managers, current and

post role holders, supervisors, internal customers, subordinate and other role set members

who interact with the person.

Five rezones why competencies mapping is essential for you.

1. Competencies need a clearly define organization structure to function effectively.2. It is important to have well defined roles in terms of the KAPs or activities associated

with each role.

3. It is useful competencies to map the competencies required for each role.4. Generic competencies should be identified for each set of roles or levels of

management.

5. These should be used in requirement performance management, promotion andtraining.


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Identifying competencies.

The process of identification is not very complex; it is the same as the process described

for identification of attributes. One of the methods is to simply ask each person who is

currently performing the role to list the task to performed by him one by one, and identify, the

knowledge, attitudes, and skills required to perform each of these. The step is to consolidate

the list and present it to a role set group or a special task force consolidated for that role.

Editing and finalizing the list is the last Step.

Alternatively, one can appoint a task force for each role. The task force should be consist

of some current Rajarshi Shahu collageumbents of that role who are performing it well the

reporting and reviewing officers of that role; some of the past role Rajarshi Shahu

collageumbents who have successful performed that role. The task force must consist of at

least one or more members who have some understanding of the competencies. Most

professional managers with MBA degrees should have this competencies, if they do not it is

easy to acquire by reading a few books.

Competencies mapping is essentially an in house job. Consultants can at best the

methodology and train up the line managers and HR staff. Consultants can not do

competencies mapping all by themselves because no consultant can ever have all knowledge

required to identify the technological human relations and other conceptual knowledge

attitude and skills require for all hobs in a firm. Where consultants are excessively relied upon

the data.


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Competencies

And

Description


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Competencies and Description

ADAPTABILITY ALIGNING PERFORMANCE FOR SUCCESS DEVELOPING A SUCESSFUL TEAM BUILDING PARTNERSHIP BUILDING TRUST COMMUNICATIONS COUSTOMER FOCUS


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Assessment

Tools


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Assessment Tools

1. ADAPTABILITYMaintaining effectiveness when experiencing major change in work task or the work

environment; adjustment effectively to work within new work structure, processes,

requirement or cultures.

Key Action

Tries to Under Change Tries to under stand changes in work task, situations, and

environment as well as the logic of change; actively seeks information about new work

situations.

Approaches Changes or Newness Positively Treats changes and new situations as

opportunities for learning of growth; focus on be beneficial aspects of change; speaks

positively about the changes to others.

Adjust BehaviorQuality modifies behavior or deal effectively with changes in the work

environment; readily tries new approaches appropriate for new or changed situations;

does not persist with ineffective behaviors.


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2. ALIGNING PERFORMANCE FOR SUCCESSFocusing and guiding others in accomplishing work objectives.

Key Action

Sets Performance Goals Collaboratively works with direct reports it set meaningful

performance objectives; sets specific performance goals and identifies measure for

evaluating goal achievement.

Establishes Approaches and Goals - Collaboratively works with direct reports to identify

the behaviors, knowledge and skills required to achieve goals; identifies specific

behaviors, knowledge and skills areas for focus and evaluation.

Creates a Learning Environment- As necessary, helps secure resources required tosupport development efforts ensure that opportunities for development are available;

offers to help individuals overcome to learning.

Collaboratively Establishes Development Plans Collaboratively identifies observation

or coaching opportunities, training, workshops, seminars, etc. that will help the

individual achieve important goals.

Track Performance Implements a system or uses techniques to track performance

against goals and to track the acquisitions and use of appropriate behaviors knowledge

and skills.

Evaluate Performance Holds regular formal discussion with each direct report to

discuss progress towards goal and review performance; evaluates each goal, behavior

and knowledge and skill area.


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Working Method


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Working Method

3. DEVELOPING A SUCESSFUL TEAMUsing appropriate methods and flexible interpersonal style to help develop a cohesive

team facilitating the completion of goals.

Key Action

Develops Directions Ensure that the purpose and importance of the team are

clarified; guides the setting of specific and measurable team goals and objectives.

Develop Structure Helps to clarify and role and responsibilities of team members;helps ensure that necessary steering, review, or support functions are in place.

Facilitate Goal Accomplishment Makes procedural or process suggestions for

achieving team goals or performing team functions; provides necessary resource or

helps to remove obstacles to team accomplishment.

Invites Others Listens to any fully involves other in team decision and actions; values

and uses individual differences and talents.

Informs Others on TeamShares important or relevant inform with the team.

Models CommitmentAdheres to the teams expectations and guidelines; fulfills team

responsibilities; demonstrates personal commitment to the team.


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4. BUILDING PARTNERSHIPIdentifying opportunities and taking actions to build strategic relationship between

ones area and other areas, team departments, units or organization to help achieve

business goals.

Key Action

Identifies Partnership Needs Analysis the organizations and own area to identify key

relationship that should be initiative or improved to further attainment of won areas

goals.

Explores Partnership OpportunitiesExchange information with potential partner areas

to clarify partnershi9p benefits and problems; collaboratively determines the scope and

expectance of the partnership to that area needs can be met.

Formulates Action Plans Collaboratively determines courses of action to realize

mutual goals facilitate agreement on each partners responsibilities and need support.

Subordinates Own Areas Goals Place higher priority on organization goals than on

won areas are goals anticipates effects of won areas actions decisions on partners;

influences others to support partnership objectives.

Facilitates Agreement Gains agreements from partners to support ideas or take

partnershiporiented actions; uses sound rationale to explain value of function.

Establishment of Good Interpersonal Relationship Helps people reevaluated,

appreciated, and Rajarshi Shahu collagelutet in discussions.

Monitors Partnership Implements effective means for monitoring and evaluating the

partnership process and attainment of mutual goals.


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Benefits

Of

Competency Mapping


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Competency Mapping

At

NIRLEP


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Competency Mapping at NIRLEP

6. COMMUNICATIONSClearly conveying information and ideas through a variety of media to individual or

group on a manner engages the audience, helps then understand and retain themessage, and permits responses and feedback from the audience.

Key Action

Organizations the Communications Organizes and presents ideas effectively for

formal and spontaneous speeches.

Effectively participates in group discussion. Prepares concise and logical written materials.Listen carefully and responds to verbal and nonverbal message Seeks input from

audience; checks understandings; presents message in different ways to enhance

understanding.

Responds appropriately to positive and feedback Attends to message from

others; correctly interprets message and appropriately.

Debates issues without being abrasive to others. Comprehends communications from others.


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Conclusion


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Conclusion

7. COUSTOMER FOCUSMaking customers and their needs a primary focus ones actions; developing and sustaining

productivity customer relationship.

Key Action

Seeks to Understand Customer Activity seeks to understands customers circumstances,

problems, expectations, and needs.


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Bibliography


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Bibliography

BOOKs

H R ManagementDecenzo and Robins

Human Resource PlanningDipakkumar Bhattacharya

Effective Enterprises and Change in Management

Website

http://www.nirlep.com

http://www.google.com
http://www.nirlep.com/http://www.nirlep.com/http://www.google.com/http://www.google.com/http://www.google.com/http://www.nirlep.com/

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Project of scince