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BHEL-PSWR

Background of the Company


Bharat Heavy Electricals Limited (BHEL) is one of the

oldest and largest state-owned engineering and manufacturing enterprise in India in the energyrelated and infrastructure sector. It visions to become a world-class engineering enterprise. BHELPSWR(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 Introduction


Competencies 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 Introduction


MANAGERIAL: 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 Mapping


Defining success factors for a job Assessing current performance and future

development needs Succession Planning Compensation & Benefits Recruitment BHEL-PSWR undertook the competency mapping exercise to identify the training and development needs of organization.

Competency Model
Stage 1

Data Gathering and Preparation


Stage 2 Data Analysis

Study identified jobs Identify major categories of skills Identify probable competencies

Review list of competencies Competency definition Assign proficiency levels

Stage 3 Data Validation

Content validation session Reinforce critical competency Refine competency definitions

Stage 4

Gap Analysis

Comparison of present level of proficiency with the assigned/standard levels Identifying the areas where training should be imparted

Course of Project
Conducting the Job Analysis
Data collection from various job positions and getting

respective proficiency levels for various competencies required Validation of data Gap Analysis Recommendation for training & development programmes

Data Collection
Available Methods: Questionnaire Method-Online & Offline One on One interview Expert panels Surveys Direct observation
Used method: Questionnaire Method

Data Collection
Employees 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 Validation
The 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 Analysis
Gap 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.

Findings
The 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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