Priyanka Gurav presented on competency mapping at Concentric Pumps India Pvt Ltd. Concentric Pumps manufactures oil, water, and fuel pumps. The presentation covered an overview of competency mapping as an HR tool used for recruitment, training, performance management, and succession planning. Priyanka's research at Concentric Pumps found that employees believe they are competent in their jobs but some need training as their roles have changed. Regular competency mapping was suggested to check employee competency levels and better plan training and manpower.

1. Presentation
on
“Competency Mapping”
at
"Concentric Pumps India Pvt Ltd”
Presented By:
Priyanka Gurav
V3027

2. Contents:
• About concentric pumps India Pvt Ltd
▫ Product Overview
• What is competency mapping?
▫ Competency mapping-HR tool used in
• Objectives of study
• Research Methodology
• Research Findings
• Suggestions
• Conclusion

3. About Concentric Pumps India Pvt Ltd
• Concentric is a global expert in fluid
engineering.
• Concentric founded in Birmingham, England
• John S. Barnes Company founded in
Rockford, USA
• By 2008, Pumps has doubled sales, achieved
14% operating margins, become global market
leader and built green-field plants in India and
China
• August 2011 – David Woolley appointed
President and CEO of Concentric

4. Product Overview
• Design and manufacture of oil, water, fuel
pumps and other components designed to
improve efficiency in diesel engines from 1.5 to
over 30 litres capacity.
• Products are divided into two broad categories:
▫ Engine Products
▫ Hydraulic Products

5. • Engine Products:
▫ Variable Flow Oil Pumps
▫ Oil pumps
▫ Variable Flow Coolant
▫ Coolant Pumps
▫ Fuel Transfer Pumps
▫ Transmission & Compressor Pumps
▫ Varivent
▫ Alfdex

6. • Hydraulic Products:
▫ Hydraulic Gear Pumps
▫ Hydraulic Gear Motors
▫ Hydraulic Fan Drives
▫ Hydraulic Power Packs
▫ Rotary Flow Dividers/Intensifiers
▫ Concentric standard product capabilities offer
flexibility.

7. Competency Mapping
• Competency Mapping is a process of
identifying key competencies of an organization
and/or a job and incorporating those
competencies throughout the various processes
(i.e. Job Evaluation, Training & Recruitment) of
the organization.

8. COMPETENCY MAPPING-HR TOOL
USED IN
• Recruitment /Selection
• Training/Development
• Performance Management
• Career Planning/Development
• Succession Planning
• Manpower Planning
• Human Resource Development
• Human Resource Planning
• Human Resource Strategic Planning

9. Objectives of study
• To identify and describe the factors are critical to
the functioning of a particular job so that a
match can be established between the skills
required to perform a job and actual talent of a
job holder.
• To identify training and development needs of
individual.

10. Research Methodology
• Research Design:
▫ An exploratory as well as descriptive research
design.
• Contact methods:
▫ The respondents were contacted directly by the
Personal Interview.

11. • Data Collection:
▫ Primary data:
 I collected primary data from the Employees.
The data is collected through Interviews which
are personally conducted.
▫ Secondary Data:
 Company Brochures
 Websites
 Job descriptions Provided

12. • Sample Description:
▫ Sample size: 42
▫ Sampling unit: The Employees of Concentric
Pumps India Pvt Ltd.
▫ Method: Analyzed the results by making Format
of Competency Mapping of questions.

13. RESEARCH FINDINGS
• Employee in KRIBHCO believe that they are doing the
job according to their job profile. They finish every work
assigned to them within the time limit, which shows that
they are competent, though many of them need guidance
from their superiors sometimes.
• Few believe that they need training to perform their job
which is contradicting to their competency level, since
the type of type of work they were performing at the time
of their joining and today have changed.
• Many admitted that competency mapping helps them to
do manpower planning.

14. Suggestions:
• In this organization competency mapping must be
regularly done in order to check the competency level of
the employees.
• Since many of the employees are performing different
jobs to what they were doing at the time of their joining
they need training to perform the new work allotted
them.
• The trainings should be planned with the involvement of
the employees as well (not only the team leaders) so that
there are no low yield trainings being held. This would
cut down the costs of training further.

15. CONCLUSION
• Hence, with the given research study conducted
in this organization, it can be concluded that the
concept of competency mapping is need to be
regularly carried out here. Which will help
organization to build there knowledge pool.

16. THANK YOU