ESTABLISHED IN 1961 BY TV Sundaram Iyengar  

OUTLINE OF TVS GROUP • Lucas – TVS Ltd• Delphi – TVS Ltd • TVS Motor Company Ltd • Brakes India Ltd • Wheels India Ltd • Sundaram Brakers Linings Ltd • Sundaram Clayton Ltd • Lakshmi Auto Components Ltd • TVS Electronics Ltd • TVS Sewing Needles Ltd • Sundaram Textiles Ltd

MILESTONE• 1962-Joint venture with Clayton Dewandre Holdings Plc • 1968-Established Diecasting facility • 1996-Conferred Deming award (Brakes division) • 1998-Awarded Japanese Quality Medal (Brakes division) • 1998-Established plant at Hosur • 2005-Established separate facility for brakes • 2007-Spun-off Brakes division as Wabco-TVS • 2009-Established plant at Mahindra World City,

Chennai • 2009-Awarded for TPM Excellence, Category A • 2011-Platinum Award for Asian Manufacturing

Excellence by Frost & Sullivan

HISTORY : Sundaram-clayton Limited established in 1968. Turnover in Crs – 500-1000 Crs. Sector- Private Sector It is part of the $5 billion TVS group of companies, the largest automative component

manufacturing and distributing group in India. They rich expertise in Die Casting Technology.

PLANTS:There are three plants,

Two at Chenai (Padi and Chengelpet)Other at HosurFourth plant at Oragadam.

NO OF EMPLOYEES:More than 1000MANUFACTUING:

Aluminium pressure tight castings for cars, heavy commercial vehicles and two wheelers. CUSTOMERS:

BMW, Cummins Group, Delphi-TVS, Ford, Honda, Hyundai ,Nokia Siemens Networks, TATA Motors, TVS Motors and Volvo Group.

VISION:To be the first choice.

MISSION:we will be most admired supplier of light alloy machined castings in the global market.we will be a profitable , socially responsible and environment friendly organization.

PARTS:Fly wheel, gear housing, clutch housing, filter heads, air connectors, lube oil cooler

cover assembly ,filtration module casting, turbocharger, compressor cover assembly ,charge air pipe, intake manifold, cover coolant duct etc for truck segment.

Oil pan, chain case, cylinder head cover, adaptor oil filter, fuel pump housing, fork gearshift, starter housing , A/C Compressor housing etc for automotive segment; crank case, cylinder head, cylinder barrel, wheel hub etc for powered two wheelers and brake equipment valve bodies.

DEPARTMENT IN SCL:FinanceDie designPersonnel ProductionPurchaseMarketingHR

QUALITY CERTIFICATE:TS16949 and OHSAS 18001

SCL can produce castings ranging from 0.25Kg to 25Kg in PDC, from 0.25Kg to 24Kg in GDC, and from 2.5Kg to 18Kg in LPDC.

PERSONAL DEPARTMENT:M/S Sundaram-Clayton Limited,Padi,Chennai - 600 050,India.E-Mail : careers@scl.co.in

 

Employees today are the most important and biggest asset of any organization. employees are the people responsible behind the running of the organization and helping the management in securing a position in the business market.Organizations seeking to establish a highly effective and efficient workforce must develop a competency mapping technique, but research suggests that most of the organizations fail to recognize the competencies of the employees and utilize them efficiently thus disabling the employees to work at their best. The aim of this survey is to find out, “competency level of the employees”, and to provide various suggestions in order to enrich the present level of performance of the employees.

When organizations recognize that people are truly their most valuable resource, then one of the roles they accept is helping employees manage their careers. Competency mapping is an important resource in this environment, and is adjunct to knowledge management and other organizational initiatives.

Competency mapping process is designed to consistently measure and assess individuals and group performance as it relates to the expectations of the organization and its customers. It is used to identify key attributes (knowledge, skills, and behaviour attributes) that are required to perform effectively in a job classification or an identified process. Competency Mapping just a poses two sets of data. One set is based on organizational workflow and processes. It starts with the clear articulation or workflow and processes including and quantity requirements, inputs and outputs, decision criteria, and most important, internal and external customer requirements. For each step in each process, specific performance requirements are identified with all associated metrics and expectations. The other set of data is based on individual and performance capabilities. It is collected through the utilization of a variety of assessment tools and procedures (which may include a robust 360-degree feedback process) to assess the extent to which individuals and groups can consistently demonstrate over time the competencies required to meet the expectations.

Where the output from the organizational maps meets the individual and group performance capabilities, an overall trend line is created that identified where in the process specific developmental opportunities exists, and with what specific population

ABSTRACT

COMPETENCY MAPPING

KNOWLEDGE

SKILLMOTIVE

ATTITUDE

COMPETENCY

MAPPING

COMPETENCE:

Individual capacity of the skills, knowledge, behaviors and performance of the work.

Competency mapping:Competency mapping is a process an individual uses to identify and

describe competencies that are the most critical to success in a work situation or work role.

COMPETENCY MAPPING

Why do we need it? People will have to know their respective      * Roles

* Key competencies Address employee needs

* What am I on skills?* What are the gaps? How to improve on skills?* What is expected of my role?* What are possible future roles?

 People have to know about competencies which help them     deliver better to customers Address organizational / business needs

* High performance* Expectation management on career and 

promotions* Higher productivity with improved skills

Competencies are based onKnowledge:-Information accumulated in a particular area of expertise (e.g., accounting, selling, servicing, management)Skills:- the demonstration of expertise (e.g., the ability to make effective presentations, or to negotiate successfully)Motive:- recurrent thought driving behaviours(e.g., drive for achievement, affiliation)Attitude:- self-concept, values and self- imageTraits:- a general disposition to behave in certain ways (e.g., flexibility) 

COMPETENCY TOOLS

Competency Mapping

Forced Ranking (Lower Level)

Manager Assessment(Managers)

180 /360 –Degree Assessment(Employees, Managers,Peers

Assessment centersPsychological TestingBEI

COMPETENCY MAPPING

Behavioral Events Interview

Surveys

Expert Systems

Job Analysis

Role Analysis

Direct Observation

DATA COLLECTION TOOLS

Surveys Advantages

 Quick and cheap collection of sufficient data for  statistical analyses

 A large number of employees can provide input

 Help build consensus

Disadvantages

 Data are limited to items and concepts included in the

    survey

 It cannot identify new competencies or nuances of    

     competency

 Can also be ineffecient

Kinds of competencies that can be included in competency models:•    Differentiating competencies -  that most differentiate  superior 

      performers from mediocre performers.

      Includes results orientation, influence, and initiative

•    Threshold competencies- in which a minimum level of        

      proficiency is required for job success, but a higher  level of  

      proficiency is not highly correlated with superior                

      performance.

•  Transformation competencies- at which managers and employees are 

    generally  weak, which if improved will most likely to result in improved

    performance.       

  Types of competencies:

The four types which are normally evaluated:-• Mobilizing innovation and change: - ability to conceptualize, creativity, risk-taking, visioning.

• Managing people and task: - coordinating, decision-making, leadership/ influencing others, managing conflict, planning, and organizing.

• Communication: - interpersonal relationships, listening to others oral and written communication.

• Managing self: - learning new things, time management, personal strategies, problem solving.

 

PRIMARY OBJECTIVE: A study on employee’s competency mapping in TVS Sundaram - Clayton Ltd, in Padi, Chennai.

SECONDARY OBJECTIVES :1. To identify the competency gap that exists between the

employee’s current performance level and the expected level of the employees.

2. To empower the workmen for enhanced performance of the organization.

3. To find out the actual requirement for Leadership skills, Achievement and scheduling skills to perform the job.

4. To identify the types of qualities perceived by the Employees.5. To develop and enhance the overall team work performance of

the organization6. To provide the valuable suggestion & improve the existing

competencies in organization.

OBJECTIVES OF STUDY

NEED FOR THE STUDY

• To understand and develop the competency of the employees, this tool competency mapping is used.

• To identify roles and list of competencies required to perform each role effectively.

• To provide information which helps to give better performance in future

• To provide the feedback information about the competency level of the organization

SCOPE OF THE STUDY• To bring changes from current level of performance  and  bring  some advancement in the future

• The  study  highlights  the  various characteristics of the department and employee’s  scoring  for  them  which are highly helpful for the management

• To  know  the  training  needs  of employees  to  take  steps  to  deal with them effectively.

LIMITATIONS OF THE STUDY• The  result  of  the  study  is  subject to  bias  and  prejudices  of  the respondents.

• The  study  is  not  sufficient  to cover the entire level of employee due to organizational setup.

• The  primary  data  has  been question  which  has  the  problem of  respondents  not  given  factual information.

RESEARCH DESIGN:

A Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.A Research design is purely and simply the framework or plan for a study that guides the collection and analysis of the data. It is a blueprint that is followed in completing Research work.

RESEARCH TYPE:

Descriptive Research:Descriptive Research is adopted in the present research topic Descriptive Research studies are those studies which are concerned with describing the characteristics of a particular individual or group as it is.

POPULATION SIZE:  More than 800

SAMPLING AREA:A Survey is conducted in TVS Sundaram–clayton Ltd in padi, chennai.

SAMPLE SIZE: It is not necessary to collect data from the whole universe. A small serve the purpose 100 employees in TVS Sundaram-Clayton ltd ,were selected as the sampling unit for this study.

RESEARCH METHODOLOGY

DATA COLLECTION METHOD:Survey method

DATACOLLECTION INSTRUMENT: QUESTIONNAIRE

      A questionnaire is reformulated written set of questions to which respondent record their answers usually within rather closely defined because alternatives. Questionnaire is an effective way of data collection because here researcher knows what is required and how to measure the variables of the interest.TYPE OF DATA:PRIMARY DATA:                      The primary data are those which are collected afresh and for the first time and thus happen to be original in character. The tool used for collecting primary data is a structured questionnaire. SECONDARY DATA:                         The Secondary Data were collected from the published sources such as books, magazines, journals, web sources and company records.

STATISTICAL TOOL FOR ANALYSIS: Percentage method One by annova Rank co-relation Chi square test.

SINDHUJA G

BY