TRAINING NEEDS IDENTIFICATION THROUGH

COMPETENCY MAPPINGAT

NITHYA REDDY MBA-HRM0808030

Chennai

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COMPETENCY MAPPING

A Competency is an underlying characteristic of a person which enables him /her to deliver superior performance in a given job, role or a situation.

Visible

Hidden

COMPETENCY

MAPPING

Set of SKILLS

Relates to the ability to do,

Physical domain

ATTRIBUTE

Relates to

qualitative

Aspects personal

Characteristics

Outstanding Performance

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COMPANY PROFILE

ONGC(Oil and Natural Gas Corporation Limited) is an Indian Public Sector petroleum

company contributes 77% of India's crude oil production and 81% of India's Natural Gas

production.

First in terms of profits earned;

First in terms of dividends

First in terms of total assets

Fourth in terms of net sales.

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OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES:

To map the competencies required for the performance of critical Job

functions in Material Management and Finance discipline at ONGC Chennai.

To identify the job competencies in terms of Knowledge, skills and attitudes

required for employees to perform their job efficiently & effectively.

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SECONDARY OBJECTIVES:

To develop KSA’s (Knowledge, Skills & Attitude) Directory for Material management

and Finance Discipline.

To evaluate the current level of knowledge, skills and abilities possessed by

employees through mapping methods.

To rate the relative importance of various attitude required for successful performance

of job function in Material Management and Finance Department.

To develop the Generic competency dictionary.

To suggest suitable measures including Training Programmes for bridging

Performance gaps in order to enhance the competence of employee.

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SCOPE OF THE STUDY

The Scope Of the study involved during the project period with Regional Training

Center, ONGC, Chennai covers the overall Job competencies of managerial and

executive level in material management and Finance discipline at ONGC Chennai.

As a researcher, associated with this part of the project and assisted the Project

Coordinator in administering the questionnaire to employees, conducting Behavioral

Events Interviews (BEI) using the Focus Groups and identifying training needs.

The overall study prophecies the Job Analysis, Job Description and identification of Job

Competencies of four important job functions of material management, six important

job functions of Finance Discipline which juxtaposes in appraising the current job

competency of employee to that of actual competence do the job requires which clearly

depict of training needs.

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LIMITATIONS OF THE STUDY

The study is new to organization setup Chennai, respondents found difficult

with methodologies used in mapping process.

Due to limited Time Constrain able to enfold my report with Training Needs

Identification in Material Management Only.

Further implementation of training programmes is expected to be undertaken

by RTI, ONGC, Chennai As such, unable to associate myself in this part of

the project, since this is expected to take at least six more months.

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RESEARCH METHODOLOGYPrimary Data:

Job analysis Questionnaires

Behavior event interview

Critical Incident technique

CAVE( content analysis verbal expression)

Secondary Data:

Internet

Journals

Books on competency mapping-(The Competent Manager: A Model For Effective Performance by

Richard e boyatzis) & Seema Sanghi.

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DATA ANALYSIS & INTREPRETATION

SAMPLE SIZE:

Material Management(16)+ Finance Discipline(29) = 45

RESEARCH DESIGN:

Descriptive Research

STATISTICAL TOOLS

1. Chi Square

2. Percentage Analysis Method

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GAP ANALYSIS TABLE IN MATERIAL MANAGEMENT DISCIPLINE

S.No COMPTENCIES INDIVDUAL ASSESSMENT(%)

CONTROLLING OFICER ASSESSMENT(%)

ASSESSMENT GAP(%)

1. KNOWLEDGE 74 69.45 4.55

2. GENERIC SKILLS

83.64 73.54 10.1

3. COMMON Functional Skills(SAP System)

80.31 62.3 17.91

4. Contracts 80 74.1 5.9

5. Purchase 82 73.6 8.4

6 Stock verification 80 76 4

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FINDINGS

Majority of the employees unable to identify job competencies mostly in

terms of Skills, as it clearly pictured the difference between the total

outputs obtained from the questionnaires which were further validated

through Behavioral Events Interview (BEI)

The Respondents response to Critical Incident Method depicts low

performance impression mostly through technical interruptions.

Through Performance Appraisal formats and GAP Analysis majority of

respondents need training upgradation mainly on SAP system and

common generic skills to perform the job effectively.

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The focus group interviews conducted and rating through

questionnaire helped in prioritizing attitude in the order of their

relative importance.

The design of management jobs or the elements in organizational

environment are not utilizing the talents available in Managers.

Assessment centre-testing Mechanisms formats are not well defined.

The findings based on the whole study have the implications for the

choice of training Programs.

SUGGESTIONS

1. The Company will have to develop well defined testing mechanisms through setting up of Assessment Centers.

2. Mapping process should be continuous for two types of developmental activities.

i. Developmental assessment

ii. Mentoring or Guidance

3. The Designed Training Programs should incorporate competency Acquisition Process. Which involves six stages as given below.

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CONCLUSION

The research carried out has enable ONGC, Chennai in identifying training needs in

Material Management department. Competency map for three job function in Material

Management and six job functions in Finance discipline has been the first initiative in

entire Organization, Chennai., using competency Mapping Methods. Once the

Assessment Centers are well defined and the improved testing mechanism is developed

to assess the competencies of the employees, the organization will be benefitted

immensely in multiple areas of job placement, succession planning, identification of

training needs and introduction of performance management systems.

 

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CONTRIBUTIONS

1. Developed KSA(Knowledge, Skills, Attitude) Directory

for Material Management and Finance Discipline.

2. Originated Generic Dictionary of Behavioral

Competencies.

3. Assisted in conducting Behavioral Event Interview.

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Special Thanks To….. K.L.Kapoor GM of RTI.,ONGC; M.V.Cherian DGM-HR.,ONGC; R.Pandian- DGM-MM., ONGC; G. Nalappan – CM(IE)., ONGC; Prof. T.Vaidegi RAM - Faculty Guide at MSB; Prof. Suresh Srinivasan –X -Faculty Guide at MSB;

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