BY

YAMINI K
ABOUT THE TOPIC:
Any underlying characteristic required for performing a given task ,
activity or role successfully can be considered as competency.
Competency may take
the following forms:
 Knowledge
 Attitude
 Skill
 Other characteristics of an individual including
 Motives
 Values
 Traits
 Self concept
DEFINITION:

First popularized by BOYATZIS (1982) with Research result on clusters of

competencies:
“A capacity that exists in a person that leads to behaviour that meets
the job demands within parameters of organizational environment,
and that, in turn brings about desired results”
 INDUSTRY PROFILE
INTRODUCTION:
 The metals known to the mankind were ferrous and non-ferrous
nature.
The ferrous metals like aluminium, iron and steel, manganese, silicon,
titanium etc. Non-ferrous metals like gold, silver, copper, etc., are part
and parcel of our modern civilisation.

 However, a nation cannot grow and prosper without application of

both ferrous and non-ferrous metals.

 It is only hundred years ago that the latest ferrous metal ‘aluminium’
appeared in this earth.
 It is the new entrant in science of metallurgy. At the beginning
aluminium making cost was so exorbitant that it was treated as a
precious metal.

 Only noble and astristocratic people had access to its application.

However, it is today, sold among masses in many forms at everyone’s
kitchen.

 There has been tremendous growth in aluminium sector in the world

and it is in the process of making history.

 Historically the mention of metallic non-ferrous metal was first found

in the collective works of first century.

 Roman author Gaius Plinious, the elder, in his famous encyclopaedia

“Historical Naturalis”, a thirty seven volume collection of various fields
of knowledge.
ALUMINIUM PRODUCTION IN INDIA
COMPANY LOCATION 2015 2016 2017 2018

Korba 1 250 250 250 250

Korba 2 144 220 260 350

Vedanta Jharsugda 525 525 525 525

DTA
Jharsugda 100 300 775 1250
SEZ
Total 1019 1295 1810 2375
Hirakud 170 193 213 213
Renukoot 408 408 408 408

Hindalco Mahan 282 360 360 360

Adithya 184 349 360 360
Total 1044 1310 1341 1341
Nalco Angul 339 421 460 460
Total India 2402 3026 3611 4176
 COMPANY PROFILE
 CRP (India) Private Limited is a Private incorporated on 24 July 1975. It is
classified as Non-govt company and is registered at Register of Companies,
Chennai.
 It is authorized share capital is
RS. 100,000,000 and its paid up capital is
Rs. 61,086,000.
 It is involved in Manufacture of rubber
products.
 CRP India, a professionally managed
manufacturing firm, started producing
high pressure die casting products in
the year 1987.
 Soon company transformed itself from
a die casting sub-contractor to a
component supplier by upgrading its
production line.
 Soon CRP widened its capability spectrum
to evolve into a manufacturer of
Independent Assemblies for the
European Market.
MISSION:
To become a renowned provider of presser die casting solutions
through dynamically upgrading the manufacturing technology and
training of employees.

VISION:
At CRP, they are dedicated to customer satisfaction and to building
Long-term relationship with them. It is a one stop source for Pressure Die
Casting products.
This gives us tremendous scope to achieve the goals that are of
paramount importance to us viz., consistent quality, reduction of lead
time and cost-competitiveness.
To be globally preferred source for pressure Die-Casting Products. To
be a front runner in the adaption of new technology. To achieve a
turnover of Rs. 1250 Million by 2010.
Company Details:
CIN - U25199TN1976PTC007174
Company Name - CRP(INDIA) PRIVATE LIMITED
Company Status - Active
ROC - ROC-Chennai
Registration No - 7174
Company Category - Company limited by Shares
Company Sub Category - Non-govt company
Class of Company - Private
Date of Incorporation - 24 July 1976
Activity - Manufacture of rubber products
Die Casting incorporation - 1980
 PRODUCT PROFILE
PRODUCTS:
 Automobile applications
 Industrial applications
Auto electrical AUTOMOBILE
Ignition systems APLICATIONS
Fluid systems Engine
Components
Starters Fly wheel Oil pumps Crank case doors

Alternators Regulator Fuel pumps Housing oil seals

Dynamos Magnetos Rocker arms

Coils Distributors Levers

 INDUSTRIAL APPLICATIONS

PROCESS ELECTRICAL
MANAGEMENT APPLICATIONS
Industrial valves Plugs and sockets

Actuators Energy meters

Regulators Power transmission

systems
Controllers

Switch gears
 REVIEW OF LITERATURE
 SHULAGNA SARKARINSTITUTE OF PUBLIC
ENTERPRISE, 2013

In his paper said that success of a training program depends

primarily on the need assessment. The paper discusses the process of
competency mapping and focuses on how competency mapping can be
used for conducting training need assessment. On providing need based
training, significant difference was measured in the level of competencies
of employees.
 DR. V. K. JAIN, 2013

In his research article found that analyzing employee competencies

including Attributes, skills and knowledge parameters in detail and make a
gap analysis in the actual and desired skills and assess the training needs of
the employee.

 KRISHNAVENI J BSMED, 2013

In her study aims to evaluate various aspects of employee’s

competency such as ability to mutual relationship, communication,
adaptability, leadership and overall task proficiency. The study may help the
organization to identify the men of incompetence among the employees, and
to take remedial measures to improve their performance.
 RESEARCH METHODOLOGY
Research in common parlance refers to a search for knowledge.
Research, simply put is an Endeavour to discover answers to problems
through the application of scientific method to the knowable universe.

CHARACTERISTICS OF RESEARCH:
 Directed towards the solution of a problem.
 Predicting the future occurrences.
 Accurate observation and description.
 Gathering data from Primary Sources (or) Existing data.
 Research requires expertise.
 The purpose of the Research Methodology is a analyse the data collected
for the study. The research methodology includes the overall research design
and data collection methods. This section discusses the research
methodology adopted for the study under the following headings,
 Research design
 Sampling technique
 Data collection
 Tools for data analysis

RESEARCH DESIGN:
Research design can be simply defined as the arrangement of conditions
for collection and analysis of data in a manner that aims to combine the
relevance to the research purpose to the economy in procedure.

The type of research design adopted for the study is Descriptive

Research.
SAMPLING TECHNIQUE:

Sampling is the act, process or technique of selecting a suitable sample,

or a representative part of a population for the purpose of determining
parameters of characteristics of the whole population.

Out of the population 200 supervisors and 20 managers in the

company a Sample of 100 which includes supervisors and managers were
Selected through convenience sampling method for the study. A sample
Obtained from readily available population is called convenience sample.

Thirumudivakkam chosen as a sampling area. It has taken nearly

30 days to collected the data.
DATA COLLECTION:
Two types of data have been collected for the study namely primary data
and secondary data.

Primary Data:
In this study, Primary Data has been collected directly from the
respondents using a questionnaire. The main aim of researchers is to collect
fresh information so primary data is more suitable for research because it
has accurate and simply fixable information. The information is therefore
collected from direct beneficiaries to avoid ambiguity during the study.

Secondary Data:
Secondary data is collected from existing resources (or) relevant sources
like books, articles, internet, company records etc.
OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES:
 To perform competency mapping and study the
supervisors/managerial level competencies in Chennai CRP (India)
Private Limited, Thirumudivakkam.

SECONDARY OBJECTIVE:
 To identify various competencies required to perform a
supervisory/managerial job.
 To perform a skills appraisal for individual supervisors/managers.
 To identify the training and development needs of individual
supervisor/manager.
NEED FOR THE STUDY

To study and know the employee competency scenario in “CRP (India)

Private Limited” and to identify the individual’s performance in a firm
and in turn helps in the growth of the company itself. To analyze current
Competency development methods followed by the firm. To know gaps if
any and to ensure availability of human resources and when required.
DATA ANALYSIS & INTERPRETATION
SKILLS OF THE SUPERVISORS/MANAGERS
Particulars Supervisor Manager Total Skills of
Employees
Excellent 17 2 19
10%
Bad
19%
Excellent
Good 33 9 42 29%
Average

Average 22 7 29 42%
Good
Bad 7 3 10

Total 79 21 100
 ATTITUDE OF SUPERVIOSORS/MANAGERS

Particular Supervisor Managers Total

s s Attitude of
Supervisor/Managers
Excellent 17 7 24
45

40
41
Average
Good 23 9 32 35

30 32
25 Good

Average 37 4 41 20 24
Excellent
15

10
Bad 2 1 3 5 3
Bad
0
1 2 3 4
Total 79 21 100
 Survey Conducted With Employees

Particulars No of
Respondents Gender
Male 87

Female 13

Total 100 87
Male

13
Female

1 2
 FINDINGS
 The sample size of the study is 100. Out of which 79% of the sample is
supervisors and the remaining 21 % is managers.
 Based on the study made on the skills of the employees they are
classified into: Excellent workers-19% Good workers-42% Average
workers-29% and below par workers-10%.
 On the basis of the attitude shown by the employees towards their
work: Excellent workers-24% Good workers-32% Average workers-41%
and below par workers-3%.
 Out of the sample size of 100, 83% male participants took part actively
and 17% of the sample are female participants.
 SUGGESTIONS
 Since the percentage of Excellent workers based on their skills, it is only
19%. The management is suggested to train their employees on their
skills.
 Attitudes shown by the employees are much better(Excellent-24%), but
it also to be improved.
 Work-life balance, amenities, facilities, etc,. for the employees may be
based on their expectations to make them perform in a better way.
 Based on the sample, just 13% are Female employees. More number of
female employees may be recruited and encourage women
empowerment.
 CONCLUSION
 Based on my experience in the organisation during the study, many
employees are under-performers as they are under-qualified.
 Under skilled workers are employed since there is a lack in proper
training and more number of employees are in need to make the
organisation to run.