Paper Topic: “AN ANALYSIS ON

COMPETENCY SKILLS OF IT
PROFESSIONALS USING SMART PLS
METHOD”
Author 1: S.Purushothaman, Assistant Professor-MBA
SRM Easwari Engineering College
Author 2: B.Selvakumar, Assistant Professor-MBA
SRM Easwari Engineering College.
Presenter : B.Hariharan, first year MBA, SRM Easwari Engineering College
ABSTRACT

 This research deals with identifying the core competency skills

required for an IT professionals working in Chennai
 The Competency skills identified for the IT professionals were
categorized under 6 important groups namely, 1. Technical
Competency, 2. Personal Competency, 3. Job related competency, 4.
Knowledge level Competency, 5. Interpersonal Competency and
Other Management Competency.
OBJECTIVES OF THE STUDY

 To assess the important Competency skills required for the IT

professionals for their Job.
 To map the key skills with the Individual skills sets.
 To plan for employee Training and employee retention.
DATA COLLECTION METHOD

 Primary data collected through the Sample survey was taken from
top Indian IT companies in Chennai like Infosys, TCS, HCL, Wipro
and Tech Mahindra.
 From a population of 2342 employees of which a sample of 952
employees taken for the study.
 The data was analyzed using SmartPLS model.
RESEARCH QUESTIONS

 Name of the employee

 Gender a) Male b)Female
 Company a) Infosys b)TCS c)HCL d)Wipro e)Tech Mahindra
 Age a)21-25 b)26-30 c)31-35 d)36-40 e)41-45
 Qualification a) Master’s b) Arts c) Engineering
 Experience in years a)<1 b)1-2 c)2-3 d)3-4 e)4-5 f) 5-6
 Job Role a)Trainee b)Analyst c)Technical Executive d)Team Leader
e)Developer f)Testing
SURVEY RESULTS

 The survey results shows that the majority of response(67%) came from the age group
ranges from 21-25 and 26-30.
 The majority educational qualification was Engineering(56%).
 The major Job roles were Analyst(24.9%) and Developer(21.8%).
 The job experience of majority was 2-3 years(34.8%) and 3-4 years(23.7%)
LITERATURE REVIEW

 Mrs.Vanka sita, Anitha Pinapati (2013), “Competency Management as a tool of Talent

Management: A Study in Indian IT Organizations”

Journal References
 An Assessment of managerial Competency needs: Empirical evidence from a Sri Lanka
telecommunication service provider by Vathsala Wickramasinghe and Nimali De Zoyza,
Published in The International Journal of Human Resource Management, vol20, no.12,
December 2009, 2547-2567. 
 2.Assessment of Clinical Supervisor Competencies by Hildy G.Getz, Published in Journal
of counseling and Development, Fall 1999, Volume 77.
SEM MODEL USING Smart PLS

 Where,
 JRC- Job related Competencies PC-
Personal Competencies
 KLC- Knowledge level Competencies
IC- Interpersonal Competencies
 OMC- Other Management
Competencies CA –Competency
Assessment.
COMPETENCY ANALYSIS USING
SMART PLS method.

Variables Original Sample (O) Sample Mean (M) Standard T Statistics P Values
Deviation
(STDEV)

Latent Variable 1 -> 0.088 0.087 0.018 4.939 0.000

Latent
Variable 5

Latent Variable 2 -> 0.255 0.255 0.018 14.108 0.000

Latent
Variable 5

Latent Variable 3 -> 0.072 0.073 0.025 2.862 0.004

Latent
Variable 5

Latent Variable 4 -> 0.580 0.580 0.028 20.898 0.000

Latent
Variable 5

Latent Variable 5 -> 0.721 0.721 0.015 49.468 0.000

Latent
Variable 7
FINDINGS

 From the Smart PLS model it is inferred that Other Management skills have major
influence in the Competency assessment of the IT professionals that is nearly more than
72%.
 This means that the latent variables of Job related competencies, Personal competencies,
Knowledge level competencies and Interpersonal competencies explain about 49.468% of
the variables in Other Management competencies.
 The Interpersonal competency variables have their influence in the competency assessment
of about 58% in the analysis.
 The Knowledge level competency have next influence in the competency assessment,
which is inferred through the path coefficients.
FINDINGS

 The inner model path coefficients suggest that the Interpersonal and Knowledge level
competency have strong effect on Other management competencies.
 The personal competencies standard path coefficient (0.088), which is lower than 0.1. Thus
it is not strongly predicted with Competency assessment.
 It is determined that the path coefficient greater than 0.1 and the t-values greater than 1.96,
shows that the relationship is significant at the level 0.05.
CONCLUSION

 This Competency assessment helps to identify the required skill sets for the job
according the organization expectations.
 This research will help the HR to promote the employees to higher designations,
who possess the management skills as expected
 for every jobs in the organization the competency skills should be mapped to find
the gap and necessary steps to close the gap.