PROJECT REPORT

ON
COMPETENCY MAPPING
Submitted to

I.K.GUJRAL PUNJAB TECHNICAL UNIVERSITY, KAPURTHALA

A Major project report submitted in partial fulfillment of the requirement for the degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted by: Supervisor: Anisha
Parminder Kaur SOLITAIRE INFOSYS Pvt. Ltd.

Roll no: 2020618 Mohali

DEPARTMENT OF MANAGEMENT
CHANDIGARH GROUP OF COLLEGES
JHANJERI, MOHALI
(2020-2022)
 CHAPTER-1

INTRODUCTION
TO
COMPANY
INTRODUCTION TO COMPANY

COMPANY’S PROFILE:

Solitaire Infosys Private Limited (SIPL) is a global IT solutions provider company with extensive
workforce of efficient employees. They offer complete cycle of IT services in the domains of Software
Development, Web-based Technologies and Internet Marketing.
Company quality as well as business-driven advent distinguishes us from conventional web design
companies. Being a pioneer website design & development company, They don’t just deliver the job-
They deliver it keeping inind the best for company. And this might be the reason that brings clients back
to us again and again.

SIPL Emphasis On:

The Service: They value relationships with consumers and have embellished company by rendering
above average service.

The Professionalism: A web Application that looks incredible conveys a professional view of company
business and would really exhibit for company.

The Technology: A website that will have good technicality, designing and developing professional who
will make the websites ranging from a simple place holder to dynamic database driven web sites.

MISSION AND VISION OF THE COMPANY:

Mission: To Endow client qualitative and consistent Web Service.

Vision: Be with you in every step of the way from the idea creation and developing a business model
straight through to design and technology implementation.

HISTORY OF THE COMPANY:

Solitaire Infosys Private Limited is a Private incorporated on 06 June 2011. It is classified as Non-govt
Company and is registered at Registrar of Companies, Chandigarh. Its authorized share capital is Rs.
900,000 and its paid up capital is Rs. 100,000.It is involved in other computer related activities [for
example maintenance of websites of other firms/ creation of multimedia presentation for other firms etc.]

PRESENT STATUS OF THE COMPANY:

Current status of Solitaire Infosys Private Limited is - Active.

MANAGEMENT OF THE COMPANY:

Directors of Solitaire Infosys Private Limited are Jogvinder Singh and Rajesh Sharma.

OFFICES OF THE COMPANY:

India
C-110, Industrial Area Phase-VII
Mohali INDIA
Phone: +91-9876656700 +91-9872220856
Email: info@slinfy.com
USA
24891 Owens Lake CIR
Lake Forest, CA
92630-2522.

Canada
SUITE 208, 3474-93
STREET NW EDMONTON ALBERTA-T6E 6A4
CANADA
OBJECTIVES OF THE COMPANY:
They aim to push company limits and accomplish beyond the definition of success at the same time
redefining excellence with every step and endeavor we undertake. They believe in the power of a bond
that we build with company clients and the power of people that are connected by the wonders of
technology. They are driven by company beliefs and principles that have helped us touch and impact
lives of the people working with us and the people we proudly serve. There objective is to bring together
people with diverse opinions and point of views to generate new possibilities and opportunities by
turning the potential of technology into evocative solutions.

What Solitaire does

At Solitaire Infosys , they work with enhanced and smart strategies to build and deliver the most robust,
flexible and sophisticated solutions and services for company clients. They have over time extended
company expertise to a multitude of IT services with an innovative approach to cater to and engage with
the growing and changing market trends. There high end services extend from building company
business online from a scratch with the most promising and pioneering technologies and hands on
solutions, to maintaining and upholding company business models for a long term and ever growing
revenue as well as reputation. They function while collaborating with company clients to generate
comprehensive strategies to capitalize on company cutting-edge applications. The wide band of company
services hoists the flagship of many accolades. They serve with par excellence in the following spheres of
technology and business:

Web Development:They ascertain to make company business visible and acknowledged on the web
through company efforts and expertise in Web development technologies which include PHP
Development. CMS Development, .Net and E-commerce Development. There proficient team of
developers strive o provide comprehensive and resourceful web solutions to grow company business on
the web.

Mobile Applications: With almost the whole world operating now through Smart phones and mobile
applications, if they believe Mobile application is the next step to bring company business to company
targeted customers then they can turn company beliefs into reality. Being an innovation-driven family of
bright minds, they seek and deliver reliable and out-of-the-box ideas for robust and new age mobile
applications. There flexible mobile application technologies include Unity 3D gaming Apps, Cross-
platform Mobile Development using Phone Gap along with the native Android, I Phone and Windows
Mobile Applications.

Digital Marketing:When company business goes digital and online then the need to market it and sell
services and products online is a major concern which requires unique and cost effective solutions. There
Digital Marketing services assure an amplified and unparalleled success rate for company business
online. Using the most creative ideologies and technologies to present business in Digital Media
Ecosystems. They promote and enhance branding strategies through streamlined content generation and
its seamless distribution on multiple media channels. There customized Digital Marketing solutions
include:
Search Engine Optimization, SEO
Social Media Optimization, SMO
Pay per Click, PPC
Email Marketing

Maintenance:They not only build and develop but they assure sustainability of company systems. They
leverage company clients to enjoy a solo maintenance account to avoid the frustration and hassle of
handling costly and nerve wrecking crash downs and problems. Solitaire provide us the best possible
maintenance solutions using excellent maintenance tools to update, enhance and repair company digital
accounts and websites. They offer a host of maintenance services including:
ERP Maintenance
CMS Maintenance
App Maintenance
Web Maintenance

SERVICES AND PRODUCTS OF THE COMPANY:

At Solitaire, with their strategy to create new markets and market trends with their innovative approach,
engagements and high-end services, they help their clients to adapt the fast-moving market trends and to
make them the market leaders. They operate with a philosophy of partnering with the client to maximize
and enhance their applications ROI. This leverages company product engineering heritage to build
cutting-edge applications for matching with customer’s changing business requirements.

SERVICES (DIGITAL MARKETING) :

There digital marketing services are amplified by there unparalleled expertise in technology and a
precised vision on customization and creativity. Slinfy Online marketing services are extendable to
marketers and agencies to create intelligent digital media ecosystems, develop brand awareness and
streamline content development and distribution across multiple digital channels. Thus, these services
help enterprises gain a lasting competitive advantage with the creation of smart and flexible digital
marketing ecosystems.

SMO:
Most of the individuals spend a considerable time on social media websites for various purposes. If you
are not making the optimal use of such a social media website for the promotion of company product or
service, then they are providing the path to company competitors to come and strike the conversation
with the individuals who could have been once company customer.

SEO:
SEO is optimizing company business’s online presence to appear in online search results for company
city or globally. Search engines focus on rewarding those websites that offer people the excellent user
experiences and valuable content.
There SEO techniques are not only effective, but also meaningful. They focus on creating websites like
visiting and search engines like seeing, because company business is unique & it has unique goals,
customers, and needs. That’s why they offer customized solutions to fit the needs of company business
and budget.

EMAIL MARKETING:
With the best in email marketing tools to monitor advanced statistical ratios, response indicators and
other key indicators, they make company campaign simply successful. By industry best practices, They
are sure to get maximum delivery to company pre targeted customers inbox, Round-the-clock monitoring
is worked out to make sure company email reaches company customer’s inbox i.e. destination.

PPC:
A quickest and most controllable way to get company website to the top of the search results is the key
company want when people are looking for company type of business online. They make it easier for us
to minimize company botheration and market company business on several web pages and because
company pay per click, it is easy to control company budget and return on investment for company
campaign.

PRODUCTS:

Campus edge:
Solitaire Infosys Inc, a leading IT firm has invented a solution “Campus Edge” which helps educational
institutions to collect all the data automatically. This Software is specially designed to meet all the data
management requirements of educational institutions. Campus Edge is carefully crafted to reduce the
manual efforts of institution to maintain and store daily data of students & staff members.
Campus Edge Software has following modules:
Enquiry Manage
E-Admission Manager
E-Fee Manager
E-Accountant Manager
E-Inventory Manager
E-Planner Manager
E- Attendance Manager
E- HR Manager
E- Payroll Manager
E- Library Manager
E- Examination Manager
E- Cyber Manager
E- Location Manger

The Twitt :
The Twitt is an aspiring media and publishing website that defines this generation of Gadgets and
Gizmos. The Twit aims to introduce us to the most eclectic and newest technologies. They serve to be
company one stop platform to stay informed, enthused and gripped by the marvels of Technology. Find
the most exquisite information on the most avant-garde topics. Voice company ideas and opinions and
join the Digital Revolution.

Pin goo adventure:

Pin goo adventure is a game from all groups which is entertaining and rich graphics with a wonderful
gaming experience.

Clients:
NAME LOGO
44 AUTO SALES
DUNGO BOOK

BEXORD

CARRIER VIEW

ONE MARKET

SILVER FERN

PUBLZT

ASA PROPERTY SERVICES

ACTIVE LIFE CENTER

CAR SHARE

PAINT PERFECTION

SCARECROW

CONSUMER CREDIT REPORTING

COMPANY
 CREW BEAN

VIDCRUSH

SBK

MAX MSG

EXPERT PLUMBING &ROOTER.INC.

X CHANGE

Role in Education

At Solitaire Infosys They believe to work and strive to make the world a better place by putting in efforts
in every little and major way possible. To achieve those societal goals at large they conceived a dream to
propagate and inculcate knowledge offering the best level of educational programs to the aspiring youth
of nation. With a vision to attain global success they believe and work hard to reach the heights of
success with pioneering and brilliant young ideas with the potential to bring in the wave of change and
advancement. With this secular belief they have extended they footing into the sphere of education to
deliver high quality and substantial educational and skill enhancement programs for the young
entrepreneurs and innovators. At Solitaire Infosys They value the learning process and so They have
been delivering renewed learning experiences in reputed Educational institutes all across northern India.

The value of Learning Process

Today, with every process going digital the learning process too has advanced and reached new limits
with online study and certification programs providing customized learning solutions. They as a
Professional training center prepare candidates for the corporate society and work environments to
achieve personal as well as organizational goals. They offer unique learning process which is valued by
for their comprehensive approach and relevance to the real world statistics. They aim and work hard to
deliver knowledge at its best in order to encourage individual skill set that helps the candidate to
capitalize technology through the learning process.

Transformed Learning Process

At Solitaire, They provide renewed and transformed learning process through effective utilization of
digital work environments which enhance the learning process through content and virtual strategies.
They let the candidates experience a healthy corporate ecosystem for learning the relative functionalities
of the subject opted for certification. Working on diverse range of technologies they offer the aspiring
candidates a vital opportunity to inculcate and develop an aptitude for the technologies.
They train and prepare candidates for competent profiles using the most robust and accurate strategies to
assess and evaluate the progress of candidates throughout the propagation of the respective skill
development program.

Enhanced Learning on New System

With the best systems and technologies to be offered for on hands accessibility they promise enhanced
learning opportunities on new systems and technologies which are effectively embedded in the skill set of
the candidates. They programs are intuitively designed to e encourage collaboration between candidates,
instructors as well as the administrators for a resourceful learning experience. Social learning experiences
are best carried out virtual classrooms and cloud data sharing environments. They assure an enriching
learning experience by offering immediate access to data and content repositories which are cloud-hosted
to ensure simultaneous adoption by several sources.
 CHAPTER-2

INTRODUCTION
TO
TOPIC

INTRODUCTION

AN INSIGHT INTO COMPETENCY MAPPING

OVERVIEW
Today’s competitive and an uncertain business scenario has urged organizations to change the way
they have been creating value and conducting business. “Survival of the fittest” is the theory that is defining the
winners in business, today. The shifting business paradigm is forcing organizations to reformulate their business
strategies so as to include, issues of human assets, as one of the key components. It has become essential for
organizations to design a kind of people management that would act as a key to business success. Thus, the new
world of work, is reinventing Human Resource Management (HRM) to capitalize on employees' talent rather than
force-fitting employees into a “job-box” and this has been facilitated by making ‘job competency – a key element
of human capital’, the foundation for all Human Resource (HR) efforts. Today, the move is towards a measurable,
objective and a competency-based HRM - a new way of defining and assessing the hard-to-measure traits, or
otherwise, the soft skills of employees.

Since their introduction two decades ago, competency models and competency-based Human
Resource Management have become the best practice of business focused HR processes for thousands of
businesses. Competencies have stood the test of time and are now required for organizations
seeking to integrate their HR practices with the strategic and operational needs of
business.

WHAT ARE COMPETENCIES?

“Competencies are the characteristics of a manager that lead to the demonstration of knowledge, skills
and abilities, which result in effective performance within an occupational area. Competency also embodies the
capacity to transfer skills and abilities from one area to another”. – Hogg B, 1989.

An analysis of the definition reveals:

 Competencies are the characteristics of a manager. This goes along with our premise that competency is a
characteristic of a person.
 Competencies lead to the demonstration of skills and abilities. Therefore, competency must be demonstrated
and hence must be observable. It must not be inferred or extrapolated.
 Competencies must lead to effective performance. This means that the performance of a person with
competency must be significantly better than that of a person without it. Competency thus refers to behavior,
differentiating success from merely doing the job.
 Competency also embodies the capacity to transfer skills and abilities from one area to another. A sales person
may be able to deliver his sales pitch flawlessly but may be tongue-tied elsewhere. He lacks the competency of
‘communication’. Thus competencies cannot be restricted to a single job alone but the person must be able to
carry them along. This dispels the need to differentiate between generic and functional competencies since this
part of the definition excludes functional competence, which is associated with a particular job.

Broadly defined, competencies are actions which are observable in the execution of an individual’s
 work, characterizing effective performance in the work.

IS COMPETENCE AND COMPETENCY DIFFERENT?

Very often, competence and competency are used interchangeably. It is essential to understand that
competence and competency are two different terms.

 Competences refer to abilities based on work tasks or job responsibilities; thus they define what has to be done.
 Competencies refer to abilities based on behavior; thus they define how a job has to be done, excellently.

Thus, for a sales manager, competence and competencies could be differentiated as follows:

COMPETENCE COMPETENCIES

1. Prepare quotations and sales 1. Problem Solving and Judgment

order processing.
2. Drive and Determination
2. Manage key accounts, the
3. Commercial Awareness
sales office and its staff.
4. Inter-personal skills
3. Supervise and motivate the
Field sales force. 5. Effective Communication

The above competencies can be described further by Behavioral Indicators which are observable
behaviors or actions, defining a particular competency, related to a specific role in an organization.

COMPETENCY & KNOWLEDGE SKILL AND ATTITUDE(KSA) FACTORS

It is essential to understand how competency is related to knowledge, skill and attitude factors.

Competencies only include behaviors that demonstrate excellent performance. Therefore, they do not
include knowledge, but do include "applied" knowledge or the behavioral application of knowledge that produces
success. In addition, competencies do include skills, but only the manifestation of skills that produce success.
Finally, competencies are not work attitudes, but do include observable behaviors related to attitudes.

E.g.:
Considering the position of a marketing manager in an organization, competencies and KSAs for this
position could be:

 Skill: Sets up new project introduction.

 Competency: Positions a new project introduction so that it is clearly differentiated in the market.

 Knowledge: Understands market dynamics.

Competency: Uses understanding of market pricing dynamics to develop models.

 Attitude: Wants to do an excellent job.

Competency: Meets all commitments in a timely manner.

Today organizations are all talking in terms of competence. Gone are the days when people used to talk in
terms of skill sets, which would make their organizations competitive. There has been a shift in the focus of the
organizations. Now they believe in excelling and not competing. It is better to build a core competency that will
see them through crisis. And what other way than to develop the people, for human resource is the most valuable
resource any organization has.

THE PROCESS OF COMPETENCY MAPPING

“Competency mapping is the process of identification of the competencies required to perform
successfully a given job or role or a set of tasks at a given point of time. It consists of breaking a given role or a job
into its constituent tasks or activities and identifying the competencies (technical, managerial, behavioral,
conceptual knowledge, an attitudes, skills, etc.) needed to perform the same successfully”.

The product of competency mapping would be “a competency model which is a descriptive set of predefined key
competencies and proficiency levels required to perform successfully in a specific job”.

Competency Mapping can be divided into four main categories:

1. Job Competency Mapping:

- Mapping based on the specific tasks of a particular job.

2. Role Competency Mapping:

- Mapping based on the part an individual employee plays in the organization’s overall success.

3. Functional Competency Mapping:

- Mapping based on the skills required of an employee in a particular function of
the business, e.g. marketing or finance.

4. Core Competency Mapping :

- Mapping based on the competencies that every employee should have in keeping with the overall values
 and vision of the organization.

The process of competency mapping does not fit the one-size-fits all formula. It has to be specific to
the user organization. Hence, an organization needs to create a model that reflects its own strategy, its own market,
its own customers, and the competencies that bring success in that specific context (including national culture).

Competencies could be initially mapped with small, discrete groups or teams, ideally in two
directions-a 'horizontal slice' across the business that takes in a multi-functional or multi-site group, more or less at
the same organizational level, and a 'vertical slice' taking in one whole department or team from top to bottom.
From that, the organization can learn about the process of competency modeling, and how potential alternative
formats for the models may or may not fit the needs of the business.

HOW ARE COMPETENCY-BASED PRACTICES USEFUL

For a Company, competency-based practices:

 Reinforce corporate strategy, culture, and vision.

 Establish expectations for performance excellence, resulting in a systematic approach to professional
development, improved job satisfaction, and better employee retention.
 Increase the effectiveness of training and professional development programs by linking them to the
success criteria (i.e., behavioral standards of excellence).
 Provide data on development needs that emerge from group and/or organizational composites that are an
outcome of multi-rater assessments.
 Provide a common framework and language for discussing how to implement and communicate key
strategies.
 Provide a common understanding of the scope and requirements of a specific role.
 Build competitive advantage by strengthening core operations by "raising the bar" and reinforcing
behaviors that lead to top performance.

For Managers, competency-based practices:

 Identify performance criteria to improve the accuracy and ease of the hiring and selection process.
 Provide more objective performance standards.
 Clarify standards of excellence for easier communication of performance expectations to direct reports.
 Provide a clear foundation for dialogue to occur between the manager and employee about performance,
development, and career-related issues.
 For Employees, competency-based practices:

 Identify the success criteria (i.e., behavioral standards of performance excellence) required to be successful
in their role.
 Provide a more specific and objective assessment of their strengths and specify targeted areas for
professional development.
 Provide development tools and methods for enhancing their skills.

Research indicates that competencies are more likely to be determinants of success in complex jobs, than
knowledge and skills (Spencer, 1993). To be truly effective, competency models must have strong and irrevocable
ties to the strategic issues of the organization The use of competency based management systems affords
companies the opportunity to concentrate on their operations without sacrificing the need to have a well managed
workforce. Any investment an organization makes in competency profile development has benefits far beyond the
usefulness of the results for employee development purposes. Thus, competencies are here to stay and create a
win-win situation for both the organization and its employees.
 CHAPTER -4
RESEARCH METHODOLGY

METHODOLOGY:-

RESEARCH DESIGN
A Research Design is the framework or plan for a study which is used as a guide in collecting and
analyzing the data collected. It specifies the methods and procedures for acquiring the information
needed to conduct the research effectively.
 STATEMENT OF THE PROBLEM
To determine the current competency level of its departments with respect to the managers and to know
the importance of various competencies in performing their job.

OBJECTIVES
1. To understand the concept of competency mapping.
2. To identify the existing competency level of the employees.
3. To identify the competence gap between the required performance and actual performance.
4. To identify the importance of various competencies in performing the job at different departments.

SCOPE OF THE STUDY:

This research was carried out to identify the current competency level in all departments and to know the
importance of various competencies in performing their job. The study of competency mapping and
assessment covers all L5 level employees i.e. managers in all departments. The study currently focuses
on 31 managers present in Corporate Office. The study serves a number of purposes. It is done for the
following functions:
 Gap Analysis
 Role Clarity
 Selection, Potential Identification, Growth Plans.
 Succession Planning.
 Restructuring
 Inventory of competencies for future planning

SOURCE OF RESEARCH DATA:

There are mainly two through which the data required for the research will be collected.
PRIMARY DATA:
The primary data is that data which will be collected fresh or first hand, and for first time which is
original in nature.
SECONDARY DATA:
Secondary source is that information that is obtained from those sources other than direct sources and the
information is collected through the mentioned ways.

 Company’s Website.

 Magazines and Journals.

 Websites and Search engines.

 Other records.

Qualitative research
This type of research looks to describe a population without attempting to quantifiably measure variables
or look to potential relationships between variables.
Quantitative research
The quantitative research designs are experimental, co relational, and survey. Statistics derived from
quantitative research can be used to establish the existence of associative or casual relationship between
variables.
SAMPLING DESIGN
A sample of 50 respondents will be taken using random sampling. The researcher contacted the executive
personally and brief summary of the nature of the study and the detail in the questionnaire will be
narrated to them.
POPULATION
Population is a set of finite or infinite collection of individuals. Population of this study is the workers
and staff.

SAMPLE SELECTION:

A sample is known as the sub-unit of population which shares the similar features. The number of units
in the sample is known as the sample size.

SAMPLE SIZE

Sample of present study will consist of 50 respondents of various departments of Solitaire Infosys Pvt
Ltd.
Sampling techniques:-
Random sampling will be used in the study.
Target respondents:-
Employees of the company
Data analysis techniques:-
Data will be analyzed using various methodologies and graphical representation like pie charts, bar charts
etc.
STATISTICAL TOOLS:-
 Percentage analysis
 Pie diagrams

 Sample : Employees of the organization

RESEARCH PROCEDURE

Responses will be gathered from participants on all the items of the questionnaire. Participants consisted
of employees of Solitaire Infosys Pvt Ltd who are working in Mohali and Patiala. All responses will be
used for data and statistical analysis.

CHAPTER-5
 DATA ANALYSIS
AND
INTERPRETATION

QUESTIONS

1. Do you feel you are doing the job according to your job profile?

ANSWER YES NO CAN’T SAY

 No. of Employee 45 5 0

50

40

30
No. of Employees
20

10

0
Yes
No Can't Say

Inferences: From the above table and chart we can say that 90% of the respondents agrees that
they are doing the job according to their job profile while the 10% disagree.
2. Do you finish every work assigned to you within the time limit?

ANSWER ALWAYS SOMETIMES NEVER

No. of Employee 42 8 0

50

40

30

20 No. of Employees

10

0
Yes
No Can't Say

Inferences: From the above table and chart we can say that 84% of respondents always finishes
every work assigned to them within the time limit, while 16% sometime complete their work in
time.
 3. Do you require the guidance from your superior?

ANSWER ALWAYS SOMETIMES NEVER

No. of Employee 0 45 4

50

40

30
No. of Employees
20

10

0
Always Sometimes
Never

Inferences: From the above table and

chart it is clear that 90% of
respondents sometimes need guidance
from their superiors while 8% never
need any guidance from their
superior.
4. Do you feel you need training to perform your work?

ANSWER YES NO CAN’T SAY

No. of Employee 14 32 4

35
30
25
20
15 No. of Employees

10
5
0
Yes No Can't Say

Inferences: From the above table and chart its clear that 28% of respondents feel they need
training to perform their work, 64% do not need training to perform their work, while 8% were
unable to say anything about this.
5. Do you feel the type of work you were performing at the time of your joining and today is
the same?

ANSWER YES NO CAN’T SAY

No. of Employee 14 36 0

40
35
30
25
20
No. of Employees
15
10
5
0
Yes No Can't Say

Inferences: From the above table and chart we can say that 28% of respondents agrees that the
type of work they were performing at the time of their joining and today is the same while 72%
respondents disagree to the statement.
6. Does competency mapping helps you to do manpower planning?

ANSWER YES NO CAN’T SAY

No. of Employee 43 1 6

50

40

30
No. of Employees
20

10

0
Yes No Can't Say

Inferences: From above we can say that 86% of respondents admits that competency mapping
helps them to do manpower planning and only 2% disagreed while 12% didn’t answered.
7. Do you perform competency mapping regularly in your company?

ANSWER YES NO CAN’T SAY

No. of Employee 30 10 10

30

25

20

15
No. of Employees
10

0
Yes No Can't Say

Inferences: From above we can say that 60% of respondents admits that competency mapping is
done regularly in KRIBHCO where as 20% disagreed and 20% didn’t answered.
8. Does Recruitment and Selection processes carried out considering competency of the
individuals?

ANSWER YES NO CAN’T SAY

No. of Employee 35 5 9

35
30
25
20
15 No. of Employees
10
5
0
Yes No Can't Say

Inferences: From above its clear that 70% of respondents agrees that Recruitment and Selection
processes carried out considering competency of the individuals while 10% respondents
disagreed.
9. Does competency mapping helpful in individual’s career development?

ANSWER YES NO CAN’T SAY

No. of Employee 42 1 7

45
40
35
30
25
20 No. of Employees
15
10
5
0
Yes No Can't Say

Inferences: From above its clear that 84% believes that competency mapping is helpful in
individual’s career development while only 2% disagreed to the statement.
10. Knowledge is critical for your kind of organization?

ANSWER YES NO CAN’T SAY

No. of Employee 39 8 3

40
35
30
25
20
No. of Employees
15
10
5
0
Yes No Can't Say

Inferences: From above table and chart its clear that 78% respondents believes that Knowledge
is critical for their organization while 16% disagreed.
11. What are the sources of knowledge in this organization?

ANSWER A) Reports and B) Meetings and C) Experience of D) Others

journals group the incidence
discussions sharing
No. of 18 35 24 6
Employees

35
30
25
20
15 No. of Employees

10
5
0
A B C D

Inferences: From above table and chart its clear that 18 employees feel Reports and journals, 35
feel Meetings and group discussions, 24 Experience of the incidence sharing, and 6 feels others
are the sources of knowledge in KRIBHCO.
12. How knowledge is shared among different departments of this organization?

ANSWER A) Formal meetings B) Informal meetings/chat

No. of Employees 42 17

50

40

30
No. of Employees
20

10

0
A B

Inferences: Looking to above graph it can be said that 42 respondents feel that knowledge is
shared among different departments through formal meetings whereas 17 says that informal
meetings is the way to share knowledge.
13. What is the current status of knowledge management in your company?

ANSWER A) Not in B) Nascent stage C) Introduction D) Growth stage

existence at all stage
No. of 6 6 8 27
Employees

30

25

20

15
No. of Employees
10

0
A B C D

Inferences: It can be inferred that 6 respondents believe that knowledge management is Not in
existence at all, 6 believe its in Nascent stage, 8 believe its in Introduction stage while 27 believe
its in Growth stage.
14. Does IT play a part in sharing knowledge in this organization?

ANSWER YES NO CAN’T SAY

No. of Employee 46 1 2

50

40

30
No. of Employees
20

10

0
Yes
No Can't Say

Inferences: From the above table and chart we can say that 92% of the respondents agrees that
IT plays a part in sharing knowledge while 2% disagreed and 4% didn’t answered.
15. Is available knowledge exploited to an adequate extent in this organization?

ANSWER YES NO CAN’T SAY

No. of Employee 23 11 15

25

20

15
No. of Employees
10

0
Yes
No Can't Say

Inferences: From above its clear that 46% respondents agrees that knowledge is exploited, 22%
believes it is not exploited while 30% didn’t answered.
16. Do you undertake additional personal efforts to enhance your knowledge level and improve
your competency?

ANSWER A) Invariably B) Frequently C) Rarely D) Never

No. of 13 36 1 1
Employee

40
35
30
25
20
No. of Employees
15
10
5
0
A B C D

Inferences: From above its clear that 13 employees invariably undertake additional personal
efforts to enhance their knowledge level and improve their competency, 36 take frequently, 1
take rarely and 1 never take any personal efforts to enhance their knowledge level and improve
their competency.
17. What additional personal efforts do you undertake to enhance your knowledge level and
improve your competency?

ANSWER A) None B) Further C) Personal D) Private E) Magazines

education and effort research work
training in my
own time
No. of 0 20 30 4 18
Employee

30

25

20

15
No. of Employees
10

0
A B C D E

Inferences: The above table and graph are explanatory by itself.

18. Do you share your learning with your colleagues?

ANSWER A) Invariably B) Frequently C) Rarely D) Never

No. of 12 38 2 0
Employee

40
35
30
25
20
No. of Employees
15
10
5
0
A B C D

Inferences: From above its clear that 12 employees invariably share their learning with their
colleagues, 38 do it frequently, 2 do it rarely their learning with their colleagues.
CHAPTER-7

SUGGESTIONS
 Make competencies relevant for each group of
 Employees. Because competencies to work effectively in organizations, they need to be made
more relevant to each department or professional area in an organization.
 The employees can be given awareness about the core competencies of the company so that they
may be interested in developing it.
 Training on developing each competency can be provided to the managers.
 The basic concepts and process of the business must be known to all managers, which will
motivate them towards the development of the organization.
 Accounts ,IT, SCM, Projects and MIS department managers use their competencies less when
compared to their competency level so their jobs need to be highly competent to get the best
results.
 Create a positive climate by which employees can increase the accuracy of their awareness of
their own strengths and limitations; provides coaching, training and developmental resources to
improve performance
 CHAPTER-8

CONCLUSION

Many advanced companies are starting to adopt the use of competencies as an essential
management technology to enhance their competitiveness. However, infact, it is extremely important to
build the competency model up front, when competencies are applied to human resource systems.
Moreover while enterprises are intent on developing a competency model, it is also very important to
think about ways of determining what methods should be used for developing competency models before
hand. Developing competency models requires a great deal of time, money and effort, and if the model is
poorly constructed, it may lead to wasted resources and less than satisfactory results.

Choosing methods for developing competency models is a strategic issue, which is usually
restricted by resource needs, realistic support, time requirements, and conformity with expected outcomes
or business purposes. Solving these strategic issues always involves a group decision - making process
with multiple – criteria for evaluating alternatives.

In Sauna Poultry Farm Ltd the existing competency matrix is used to measure competency of
employees at different levels, not considering their department and their functions. Therefore it would be
better if competency matrix is constructed for employees in each department according to their function.

Bibliography
Books
ROBIN KESSLER’s “competency based PERFORMANCE REVIEWS” .

Seema Sanghi “A handbook of competency mapping” Response books, A division of Sage Publications.

2005 edition.

Gary Dessler, ‘Human Resource Management’: New Delhi, Pearson Education Inc., 2003.
R.PALAN ‘s “ COMPETENCY MANAGEMENT”

Websites

 www.ehresoureces.com

 www.google.com

 www.irisolutions.com

 http://humanresource.about.com

 www.tvrls.com

 www.mindtools.com

 www.citeman.com