A PROJECT REPORT

ON
COMPETENCY MAPPING
AT
OBJECTIVE OF THE
PROJECT

To make a deep study of the working

environment
To analyze of the organization.
the organization’s Business Strategy,
Vision , Mission and Goals.

To know the detail about the organization function.

To make a link between organizational objectives and

personal objectives of the employees.

To understand the methodology used by the

organization to map the competency of its
employees
INTRODUCTION
 Jamshedpur Utilities and Services Company Limited, A TATA
Enterprise, was incorporated in August 2003 and was formally
launched on April 1, 2004. With it, the entire onus of providing
Civic and Allied Services at Jamshedpur was transferred to this
fledgling organization.

Suitable amendments in Government policies permitted Tata

Steel to leverage its experience of over nine decades in
managing a township, into an emerging business opportunity.
Now in its Fourth year of operation, JUSCO has emerged as a
comprehensive infrastructure development and management
solutions provider, having its presence in Gwalior, Bhopal,
Kolkata, Haldia, Muzaffarpur with Jamshedpur as the base. In
its earlier avatar as Town Division of Tata Steel, JUSCO has
developed and managed Jamshedpur for over 90 years,
creating a model town to reckon with. Its area of operation
extends to approximately 64 kms
 WORKING
DIVISION
Water and Waste Water Services
Planning Engineering & Construction
Services
Public Health Services
Power Distribution Services
Water & Waste Water Services
Planning Engineering and
Construction
Power Distribution Services
Public Health Services
RESEARCH METHODOLOGY OF
THE

PROJECT
The assessment of the job skills required is done by comparing the set of skills possessed by the different employees at the same designation

Taking the competency mapping one step further, the results of evaluation is used to identify the individual needs of training and development.


Using the assessment of the job skills, a competency level based on job requirement is developed after careful analyzing the inputs gained from the selected groups of employees under study.

 FINDING
Level – 0: DO NOT KNOW

Level – 1: KNOW THE THEORY

Level – 2: CAN DO TO SOME DEGREE

Level – 3: CAN DO WITH CONFIDENCE

Level – 4: CAN TEACH OTHERS

SKILL LEVEL CRITERIA
 
LEVEL 0 * No improvement in performance.
 
LEVEL 1 * Understands the mechanism.
* Can explain the mechanism to some extent.
 
LEVEL 2 * Can explain the complete mechanism.
* Can perform according to the given instructions.
* Can identify the causes of fault, if any.
 
LEVEL 3 * Can explain to others the complete mechanism.
* Can perform the job without giving specific
instructions.
* Can provide suggestions for improvement.

LEVEL 4 * Can explain to others the complete mechanism.

* Can perform the job.
* Can provide innovative workable suggestions.
 RECOMMENDATIONS AND
SUGGESTIONS

The organization should give training on new and latest

technology as well the use of equipment to the
employees.

The working area should be in accordance with the

new tools and technology and it should be flexible to
adapt new technology .

Each and every employee should be asked personally

about the areas of improvement and their suggestions so
that proper training will be planned and given to them.
 CONCLUSION
Competency Mapping helps an organization to identify the critical
competencies that are essential for the employees to excel at their
workplace.

The objective of training is to provide the employees with the

desired knowledge and skills

On the whole, Competency Mapping is done in an organization to

increase the skills, knowledge and attitude of an employee in an
organization.

If the desired level matches with that of the actual level, it is
undoubtedly a strong point or strength of the employees.
thank you