A STUDY ON THE EFFECTIVENESS OF COMPETENCY MAPPING WITH REFERENCE TO TITAN INDUSTRIES, HOSUR

Organization Profile

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22%

MARKET SHARE

TitanTimexOthers

TITAN INDUSTRIES LTD, HOSURWATCH DIVISION

KEY PEOPLE : DEBENDRANATH SARANGI

( CHAIRMAN )

BHASKAR BHATT ( CEO & MD)

RAMADOSS .S ( HEAD HR)

SUBBU SUBRAMANIAM ( CFO)

Financial Results of 4QFY2011:Top-line growth of 35.6% to 1,778cr, Robust revenue performance Jewellery 39% & watches 17%

WATCHES

JEWELLERY

EYE WEAR

PRECISION ENGINEERING

The Company was Incorporated on 26th July, at Chennai.

The company was promoted jointly by Questar Investments, Ltd., a Tata Company with its associates Tata Sons, Ltd., and Tata Press, Ltd., and Tamil Nadu Industrial Development Corporation, Ltd. (TIDCO).

The Company undertook to set up a plant for the manufacture of quartz analog electronic watches in the State Industries Promotion Corporation of Tamil Nadu, Ltd. Industrial area at Hosur.

A joint venture Company along with Economic Development Council of Goa, Daman & Diu Ltd., in the name of Titan Time Products, Ltd., was set up at Goa, for the manufacture of Electronic Circuit Blocks. - The company undertook to set up a jewellery business at Hosur. The jewellery repertoire was to include both daily-wear jewellery and luxury products.

The name of the Company was changed with effect from 21st Sept 1993. from Titan Watches, Ltd. to Titan Industries Ltd., in view of the fact that the Company's products consisted of not only watches but also jewellery.

HISTORY

S.RamadossHR Department

General Management

Time Office Department

L&D Department

Manager R.N.Elangovan

R.KumarInternal Training Co-ordinator

P.NagaJothiExternal Training Co-ordinator

SubbashiniHR Executive

Recruitment of GET’sContract EmployeesInduction & OrientationCompetency assessmentTraining ActivitiesThomas Profiling ProcessesGallup surveyCounseling to Employees

DEPARTMENT DETAILS

Wallace, Angelo.,” Competency Evaluation and Expectations of the Public Comprehensive Community College Librarian” Ph.d. Thesis, University of Toledo.1977 June. Pp 250.

Pepermans, Roland, Cindy., “Measuring community nurses job satisfaction”, Journal of advanced nursing, 2008, PP 521- 529.

Richard Boyatzis.,“The-competent-manager”, Journal of business and psychology 2007, Pp 45-53.

REVIEW OF LITERATURE

Concepts of competency:

1970’s: Testing for competence rather than intelligence( Mclleland 1973)

Definition: Competency is defined as a behavior or a set of behaviors that describes excellent performance in a particular work context.

A competency is an underline characteristic of a person which enables him to deliver superior performance in a given job.

Not biased

Can be learned and developed over time

Implications: If competencies are made visible and training accessible, individuals can understand and develop the required level of performance

INTRODUCTION TO COMPETENCY MAPPING

41 years after the first competency mapping more than half of the fortune 500 companies use them.

Competency Mapping: Competency mapping is the process of identifying key competencies for a particular position in an organization and then using it for job evaluation, recruitment, training, development, etc.

Competency mapping consists of breaking down any role / job into its constituent tasks or activities and identifying the competencies (technical, managerial, behavioral, conceptual knowledge, attitudes, skills, etc.) needed to perform the same effectively.

The research study considers the evaluation of competency mapping conducted and the problem is to find whether the competency mapping followed in the organization is effective or not.

STATEMENT OF THE PROBLEM

With the changing business scenario and new challenges emerging in the competitive world, successful performance has taken a critical place for organizational success. Competency mapping is one such process that helps in identifying and mapping competencies required for successful performance in a particular role. Competency mapping and assessment has gained paramount importance in organization for keeping people development strategies in sync with organizational strategy. Creating competency based culture and system is the need for the hour.

NEED FOR STUDY

To analyze the competency mapping process practiced at TITAN Industries Ltd, Hosur

To study the effectiveness of competency mapping at TITAN Industries Ltd

To examine factors influencing effectiveness of competency mapping

To make recommendations

OBJECTIVE

1) Limited access to sensitive data in the company.

2) Time Factor.

 3) There might be a bias in providing information from some

percentage of employees.

LIMITATIONS OF THE STUDY

Sampling Design

Sample size:

A sample size of 80 L LEVEL EXECUTIVES were taken to conduct the study

Response Scale:

The opinion was assessed through 5 degree Likert Scale.

[Strongly Agree, Agree, Neutral, Disagree, Strongly Disagree]

METHODOLOGY

Research Design: Descriptive Research design has been used for the purpose of the study.

Sampling Techniques:

Convenience Sampling & Non Probability Sampling

Research Tools:

Simple statistical tools is used for this study of effectiveness of competency mapping. The data is analyzed and expressed in terms of percentage and weighted average.

Data Collection:

Primary Data: Questionnaire

Secondary Data: Books Internet Articles

Pilot Study:

10 percent of the sample size was taken

Period of Study:

The study was conducted from 2nd May to 2nd July 2011

1) Introduction about organization

2) Review of literature

3) Organizational profile

4) Analysis

5) Findings

6) Recommendation

7) Conclusion

CHAPTER SUMMARY

Data Analysis:

PERCENTAGE ANALYSIS

• To analyze the objectives framed on “Effectiveness of Competency Mapping”, data were collected from the respondents.

• Respondents gave their full co-operation and extended their opinions on various aspects of Effectiveness of competency mapping. To have a general idea on the opinion given by the respondents, a simple percentage analysis was carried out.

TEST STATISTICS:

Number of responses

Percentage = ------------------------------ X 100

Number of respondents• According to the response the number of respondents was converted into percentage.

• •

• With the help of the ratings provided by the employees, the effectiveness of competency mapping in the organization was achieved and the areas that need improvement were identified.

• It helped gather information on how each employee perceived competency mapping from their point of view and how they want it to be implied and the importance that should be given to it when a tough decision is to be made during the period of a promotion of an executive.

FINDINGS

LEARNING'S

This project helped me:

Understand the meaning of Competencies & how Competency mapping is conducted in Organizations.

Comprehend the importance of Competency Mapping & the reasons for Organizations to follow it.

Work in an Organization and learn the various activities that take place in an organization.

Learn to adjust to the work culture and deal with different kinds of people.

Understand the nuances of writing a project report thereby enhancing my knowledge to a great extent.