Competency mapping in nalco
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Competency mapping in nalco

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Competency mapping in nalco Competency mapping in nalco Presentation Transcript

  • COMPETENCY MAPPING IN NALCO• Organization Name: National Aluminium Company Limited (NALCO)• Date: 10th April – 9th June ‘12• Subject Area of Work: Competency Mapping (HR)• Place of Project: NALCO Corporate Office Bhubaneswar
  • National Aluminum Company Limited (NALCO): An Overview• NALCO was incorporated in 1981 as a public sector enterprise, in technological collaboration with Aluminium Pechiney of France (now Alcan).• Nalco now enjoys the status of a five-star export house and a “Navratna” company.• Nalco has played self-sufficiency in alumina and aluminium production for India and exports these items to more than 30 countries worldwide.
  • VISION & MISSION• VISION: To be a reputed global Company in the Metals and Energy Sector.• MISSION: To achieve growth in business with global competitive edge providing satisfaction to the customers, employees, shareholders and community at large.
  • Activities Of NALCO• BAUXITE MINE:- Nalco’s 48, 00,000 tpa, bauxite mining, on Panchpatmali hills of koraput district in Orissa, is among the most sophisticated and eco- friendly mining operations to be found world wide.• ALUMINA REFINERY:- One among the top ten alumina refineries in the world, this 15, 75,000 tpa energy-efficiency Alumina Refinery utilizes time- tested Bayer process technology of atmospheric pressure digestion at low temperature. Manufacturing of 26,000 tpa special grades alumina and hydrates as well as 10,000 tpa detergent grade zeolite are well integrated with the main process streams.
  • Activities of NALCO• SMELTER PLANT:- Located at Angul in Orissa, the 3, 45000 tpa Smelter comprises three plotlines with 240 electrolytic pot cells in each, along with integrated facilities for casting ingots, sows, billets, strips and wire rods.• CAPTIVE POWER PLANT:- Close to the Aluminium Smelter at Angul, a Captive Power Plant of 960 mw capacity has been established for firm supply of power to the Smelter. The coal demand of the Plant is met from a dedicated mine of Mahanadi Coalfields Limited. Keeping the expansion in view, a separate coal block has been allotted to Nalco by the Govt.
  • MANAGEMENT:• NALCO is a Government of India Enterprise under the administrative control of the Ministry of Coal & Mines. The company is managed by a Board of Directors appointed by the President of India.• The Board consists of maximum 18 Directors including the Chairman-cum-Managing Director.• Apart from the CMD, there are 5 functional or full time Directors heading Project & Technical, Personnel & Administration, Commercial, Finance and Production disciplines.• There are 2 senior Govt. officials nominated to the Board as Directors by the government of India.
  • Human Resource Management• To attract competent personnel with growth potential and develop their skills and capabilities in a congenial work and social environment through opportunities for training, recognition career advancement and other incentives.• To develop and nurture favorable attitude among employees and to obtain their best contribution to the organization by providing stable employment, safe working conditions, job satisfaction, quick redress of grievances and through good pay and welfare amenities, commensurate with the companys capacity to spend and the government’s guidelines.• To foster fellowship and sense of belongingness among all sections of employees through closer association of employees with the management and by encouraging healthy trade union practices.
  • Organization Structure of NALCO Board of Directors Managing Director Director Director Director Director Director CVO Finance Production P&T P&A Computer GM ED(S&P) GM P&T GM (HRD) GM (A&CC) ED(COM) (Finance) GM GM (CPP) GM (H&A) (marketing) GM GM (MAT) (FINANCE) GM (PROJECT)
  • COMPETENCY- an introduction• The word competency is derived from Latin word "Competere" which means to be suitable‘.• Competency is an underlying skill, personal characteristics, or motive demonstrated by various observable behaviours that contribute to outstanding performance in a job.• Competency is the combination of knowledge, skills, and attributes (more historically called KSA’s).
  • Use of Competency• Defining the factors for success in jobs (i.e., work) and work roles within the organization.• Assessing the current performance and future development needs of Persons holding jobs and roles.• Mapping succession possibilities for employees within the organization.• Assigning compensation grades and levels to particular jobs and roles
  • Objective of the Study: • To study and understand the Competency mapping system at NALCO. • To develop competency Mapping system across various departments.
  • COMPETENCY MAPPING PROCESS AT NALCO• The competency mapping process was started in Nalco towards the end of 2002.• NALCO has developed a Competency Dictionary for the same.• Competency gaps are filled through various methods like counselling, supervision, monitoring of targets, job rotation, guidance of experts, knowledge building through reading books, journals and working with a skilled person to learn the competency.
  • Purpose• To enhance the individual skill level.• To meet ISO 9001:2000 revision requirement.
  • PROCEDURE• Identify position affecting Quality• Competency requirement for each position• Identify actual competencies• Assess the gap• Fill up the Gap through training• Evaluate the action plan• Maintain records• Review as and when position change
  • SKILL IDENTIFICATIONTechnical Behavioural Executives• Education • Communication • Interpersonal Skills• Experience • Delegating• Skill Attributes (Area/Job • Leadership and Team Building Position) • Required level (HOD) – 4 • Others – 3 Supervisors • Communication • Interpersonal Skills • Required Level – 3
  • Conclusion• Initially competency mapping was studied across all the departments in Nalco (Marketing, Finance, HRD, TQM, System and Materials)• The Competency mapping was done mainly for the Top management i.e. reporting and reviewing officers (E5-E7) and mainly includes the Deputy General Manager, Chief Manager & Senior Manager. But later on the study boiled down only to the Marketing department.
  • Conclusion (continued..)• Once the competencies are determined, proper training can be provided to the individuals to work more efficiently on the processes.• NALCO is proving training on the fields where there is a gap between the actual and the desired results.• If the competencies are determined for the given job, then the person whose career panning phase is taking place can consider those competencies and can be ready for the same. The individual is preparing himself for the next set of responsibilities.