Competency Mapping & Gap AnalysisBHEL-PSWR

Background of the CompanyBharat Heavy Electricals Limited (BHEL) is one of

the oldest and largest state-owned engineering and manufacturing enterprise in India in the energy-related and infrastructure sector. It visions to become a world-class engineering enterprise. BHEL-PSWR(Power Sector Western Region)undertakes the responsibility boiler erection & commissioning in Western Region of India, and purchase management & sales for the same. <PLANT LOCATIONS N EMPLOYEE HEADCOUNT>

Zeal to Excel and Zest for Change

Competency Mapping-An IntroductionCompetencies include the collection of

success factors necessary for achieving important results in a specific job or work role in a particular organization. Success factors are combinations of knowledge, skills, and attributes i.e KSAs  

Simply speaking, Competency is a set of knowledge, skills or attitude that leads to superior performance.

Competency Mapping-An IntroductionMANAGERIAL: Competencies   which are considered

essential for staff with managerial or supervisory responsibility. e.g. analysis and decision-making

GENERIC: Competencies   which are considered essential for all staff, regardless of their function or level e.g. communication

 TECHNICAL/FUNCTIONAL: Specific competencies

which are essential to perform any job within a defined technical or functional area of work e.g. finance and administration

Product Related & Process Related

Need For Competency MappingDefining success factors for a jobAssessing current performance and future

development needsSuccession Planning Compensation & BenefitsRecruitmentBHEL-PSWR undertook the competency

mapping exercise to identify the training and development needs of organization.

Competency Model

•Study identified jobs

•Identify major categories of skills

•Identify probable competencies

Stage 1

Data Gatheringand Preparation

•Review list of competencies

•Competency definition

•Assign proficiency levels

Stage 2Data Analysis

•Comparison of present level of proficiency with the assigned/standard levels

•Identifying the areas where training should be imparted

Stage 3Data Validation

Stage 4Gap Analysis

•Content validation session•Reinforce critical competency•Refine competency definitions

Course of ProjectConducting the Job AnalysisData collection from various job positions and

getting respective proficiency levels for various competencies required

Validation of dataGap AnalysisRecommendation for training & development

programmes

Data CollectionAvailable Methods:Questionnaire Method-Online & OfflineOne on One interviewExpert panelsSurveysDirect observation

Used method: Questionnaire Method

Data CollectionEmployees holding various job positions were

given two options to fill the questionnaire related to their job positions:

Offline Method: A person will sit with them and took responses and helped them in explaining the questions if they had any difficulty in understanding them

Online Method: Questionnaires were prepared using Google docs and mailed to the employees who opted for online method

Data ValidationThe average level of proficiency required for

various competencies for a particular job position as indicated by various employees holding this job position was then validated with their superiors whom they reported

Gap AnalysisGap between the ideal requirement of

competency levels is compared with the actual competency level possessed by various individuals holding a particular job position.

Employees should be imparted training in the areas where this gap is large and is affecting their job performance and organization productivity.

FindingsThe average level of competencies required

for a particular job positions, as indicated by employees was nearly same as indicated by their superiors

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