This research is selected for presentation in Globalizing Indian Thoughts, 2020 Conclave at IIM Kozhikode. The conference was inaugurated by Honourable Prime Minister Shri. Narendra Damodardas Modi.

1. Data Envelopment Analysis Approach for
Analyzing Human Competency and
Enhancing Work Efficiency for Power
Sector Companies
Reshmi Manna,
Ankit Singh
Aravinthraajan B.R.

2. Introduction
 EPC Business requires high level of accuracy.
 There is a constant need for updating bench
marking competency is required.
 The lack of accuracy results as cost to the
energy companies.
 There are several gaps that occurs in the
actual construction to that of required design
while designing competency framework.
 So there is a constant need for updating the
benchmark of standardization competency for
different positions.

3. Objective & Concepts
• This paper explores the relative efficiency of
employees working in power sector using
data envelopment analysis for analyzing
human competencies and enhancing work
output efficiency

4. Research Method
This paper is based on empirical study of seven power companies of
India. The samples consist of 150 employees, whose competency
was mapped as per their job description and 50 supervisors from the
seven subject organization, who support to standardize the
competency benchmark. The research has following 4 stages;
• Stage 1: workout the job description and map the skills and
competencies according to the role and function with the experts
from subject organizations;
• Stage 2: request supervisors to scale (Likert Scale 5 point) the
competencies as per job priority and need. Then standardized the
competency score by averaging the supervisor's scoring
• Stage 3: request all supervisors to evaluate competencies of their
subordinates as per their performance (evaluation process given
In next slide) and also collected the secondary data on employee
performance on different parameters.
• Stage 4: data envelopment analysis used to determine relative
efficiencies of employees in terms of work output, where
competency scores are the input and performance score as

5. Competencies Evaluations by
Supervisors
• Specific Input
 1. Result Oriented 2. Project Management 9.
Physical Ability 13. Communication, 14.
Leadership Skills and 15. Emotional Quotient
• Situation, Task, Action and Result (STAR
ANALYSIS)
• Generic Input
 3. Functional Expertise 4. Innovative 5. Team
Effectiveness 6. Organization citizenship 7. Self
Efficacy 8. Analytical Skills 10. Job Knowledge 11.
Aptitude 12. Job Engagement
• Job Knowledge Quiz (JKQ conducted for
employees by HR)

6.  Competency as inputs
 Technical (X1) = 1, 2, 3, 4
 Functional (X2) = 8, 9, 10, 11, 12, 13, 14
 Behavioral (X3) = 5, 6, 7, 15
 Performance parameters as output
(either measure on timeline or number of achievements)
 Completing 7 training programs annually with particular grades
(W1)
 Biding and tendering (W2)
 Finalizing vendors (W3)
 Safety management (W4)
 Operation and maintenance (W5)
 Procurement (W6)
 Replacement of damaged (W7)
Research Model

7. • DEA: input presentation of the relative efficiency analysis
through DPIN software. The total factor productivity
efficiency (TFPE) of subject organization 1 and subject
organization 7 indicates 1 with all over output score as 1
means the most relatively efficient organization in generating
work efficient output through their competent performance.
The other five subject organization are at par of 0.9 in total
factor productivity efficiency because of lack of outputs in the
certain oriented technical efficiency (OTE), oriented scale
efficiency (OSE) and oriented mix efficiency (OME). There
are subject organizations lacks in inputs also in terms of
input-oriented technical efficiency (ITE), input-oriented
scale efficiency (ISE) and input-oriented mix efficiency (IME).
The technical inefficiency is also over confirmed from the
mean percentage of the operation management.
Result

8. HR Implication
Competency Mapping
Performance Appraisal
Career planning and promotions
Training need analysis
Workforce planning

9. Thanks for patience
Suggestions and Questions
Reshmi Manna, NSB, Noida;
# 8130811226, 8010169116
Email: dr.reshmi.manna@gmail.com
Ankit Singh, NSB, Noida;
# 9810691118
Email: Jaglan.ankit1207@gmail.com
Aravinthraajan B.R., NSB, Noida
#8754490632
Email: aravinthraajan95@gmail.com