Training Needs Identification with the help of competency mapping of the executives. Also prioritizing the training needs so training can be imparted properly.

2.  TRAINING AND DEVELOPMENT
Training and Development is any attempt to improve current or future
employee performance by increasing an employee’s ability to perform
through learning, usually by changing the employee’s attitude or increasing
his or her skills and knowledge.
The Need of Training and Development is determined by the employee’s
performance deficiency, computed as follows.
Training and Development Need = Standard performance – Actual
performance.
Competency mapping also means the same .i.e. comparison between desired
level of performance and actual level performance of performance.

3. COMPETENCY AND COMPETENCY MAPPING
Competency: - Competency is a set of knowledge, skills and attitudes
required to perform a job effectively and efficiently.
Competency Mapping: - Competency Mapping is a process of identifying
key competencies for a company or institution and the jobs and functions
within it. Competency Mapping also defined by finding the desired level of
competencies and comparing it with actual level of competencies.
COMPONENTS OF COMPETENCY
 There are four major components of competency:
1. Skill: capabilities acquired through practice. It can be a financial skill
such as budgeting, or a verbal skill such as making a presentation.
2. Knowledge: Understanding acquired through learning. This refers to a
body of information relevant to job performance. It is what people have to
know to be able to perform a job, such as knowledge of policies and
procedures for a recruitment process.

4. 3. Personal attributes: Inherent characteristics which are brought to the job,
representing the essential foundation upon which knowledge and skill can
be developed.
4. Behaviour: The observable demonstration of some competency, skill,
knowledge and personal attributes.
SIGNIFICANCE OF COMPETENCY MAPPING
Competency Mapping is excessively used in the organization to determine
the crucial elements and activities. The basic reasons due to which the
mapping of the competencies is done are as follows:
 Once the competencies are determined, proper training can be provided to
the individuals to work more efficiently on the processes.
 Key performance areas can be improved by understanding the fields where
there is a gap between the actual and the desired results.
 Through competency mapping, the individual is preparing himself for the
next set of responsibilities.
 With the help of the competency mapping the individual can alter the style
of work where the gap exists.
 Competency mapping leads the individual to understand the actual position
and the gap from the desired status of work.

6. Our behaviour arises as a result of the interaction of two things:
1. Some characteristic we possess as a person, and
2. Some characteristic of the situation we face.
 There are many personal characteristics that influence what we do:
skills, knowledge, social role, self image, traits and motives. These
various characteristics exist at different levels of consciousness. The
most conscious ones are those above water on the visible tip of the
iceberg, while the characteristics that are less conscious or
unconscious are below water, on the submerged part of the iceberg.
 In recent years though, the definition of competencies has been
expanded to include such elements as personality traits, social
motives and values. These elements are difficult to quantify, and
acquired over a person’s lifetime rather than through discrete
learning and development events. Skills, knowledge, attitude are the
most conscious once and can be measured by setting standards so
they are considered as competencies as they can be improve by
training and development.

7.  TYPES OF COMPETENCY
There are four types of competency:
1. Employee Core Competency: Competency that relate to organization’s
values, mission and strategy.
2. Managerial Competency: Competencies that relate to skills needed to
perform managerial work and process;
3. Technical/Functional Competency: Competencies that pertain to specific
bodies of knowledge and skills required to perform the defined activities in
an industry, function or job.
4. Personal Attribute: Competencies that relate to inherent personal
characteristics (e.g. motives, self image, self concept, etc.) and potentially
affect work attitude and performance.

8. PROCESS OF COMPETENCY MAPPING
1. Identify all the skills from their respective job description.
2. Collect all the skills across the organisation.
3. Find out the categories such as technical skill, behaviour skill and process.
4. Divide the skills into categories.
5. Form a skill dictionary
6. According to proficiency-level-required identify the standard level for
each skill.
7. Compare the standard level of skill with the actual level of competency.
8. Identify the Gap and if it is identify the respective skill is training need
and provide training.
9. After providing training measure the effectiveness compare the standard
level of skill and actual level skill again.
10. Link the evaluation with Performance appraisal scheme

9. COMPETENCY MAPPING FRAMEWORK OF HZL
R.D.MINES
Competency mapping framework in is based in above three level
competencies i.e. Individual competencies, Job/Role competencies and
organisations core competencies. These competencies are based on
organisational vision, mission, values, organisational processes,
structure and culture.

10. RESEARCH METHODOLOGY
 RESEARCH DESIGN: The research is a descriptive research, as it
includes surveying and fact-finding. The research was supposed to explore
details for further studies.
 SAMPLING METHOD: Executives are selected at random so Simple
Random Technique is used for the research.
 SAMPLE SIZE: As 87 Executives are selected so sample size is 87.
 OBJECTIVE OF THE RESEARCH:
 Primary Objective:
1. To map the behaviour and technical skills/competencies for the
Executives of different department of Hindustan Zinc Limited Rajpura
dariba Mines.
 Secondary Objective:
1. To assess Training Need Identification of the employees in the company.
2. To develop Training Calendar for employees of HZL R.D.Mines.

11. SCOPE OF THE RESEARCH
1. The study analyses the competency level of Executives in the
organisation, so the training needs can be found out.
2. The study could also provide the insight to the staff multi-skill level.
NEED FOR THE RESEARCH (MANAGERIAL
IMPLICATION)

12. This research is trying to identify the training needs of the employees of
Hindustan Zinc Limited so that by providing required training the
competencies of employees will be developed. The Training Needs are
identified with the help of competency mapping .i.e. by comparing the
desired level of competency with actual level of competency of the
employees. If the gap is obtained than that skill need training and according
to the Training Needs required trainings are provided.
If the workforce of the organisation is competent enough, than the
productivity of the organisation, will also increase in direct proportion and
organisation achieve their goal.

13. DATA SOURCES
 PRIMARY DATA
For this research I have followed the personal discussion with the key
persons of different department about the skills required for performing
their task effectively .i.e. by preparing skill dictionary for each department.
 SECONDARY DATA
For this research the Secondary data was collected through Company
Profile, Company Manual and through the website of the organisation .i.e.
www.hzlindia.com.

14. DATA ANALYSIS
PROCESS USED FOR DATA ANALYSIS
- Finding out the technical skills for different departments by discussing it with
the respective key persons and prepare one skill dictionary.
- Prepare Competency Mapping Calendar.
- Gap Analysis - Finding out if gap is present or not.
- Prepare Skill Matrix for each Executive.
Now complete above process are explained with the help of data analysis
of Executives of HR department. The skill dictionary, the competency
mapping calendar and the skill matrix of Executives of HR department
are shown.
SKILL DICTIONARY OF HR DEPARTMENT
5-POINT SCALING USED

15. Behaviour Skills
Individual Competencies Core Competencies
Technical Skills

16. COMPETENCY MAPPING CALENDAR FOR THE
EXECUTIVES OF HR DEPARTMENT
 MAPPING OF BEHAVIORAL SKILLS FOR THE EXECUTIVES OF
HR DEPARTMENT

17.  MAPPING OF TECHNICAL SKILLS FOR THE EXECUTIVES OF
HR DEPARTMENT

18. PRIORITISING THE TRAINING NEEDS IDENTIFIED
 What is the Need of Setting the Priority of
Training Needs?
When the Training Needs are identified I get to know that the trainings are
provided randomly by them and there is no any formalised way.
But formulation for providing Training is required according to me. If they
priorities the training needs they get to know ,what are the skills which are
highly week and need training as soon as possible, so by providing
appropriate training they can increase the productivity of the organisation. It
also helps in sequencing the trainings required and scheduling the Training
Calendar. I prepared this formulation for Finding the Priority of Training
Needs so that training would be provided according to this.
Priority of Training Needs
Helps in Finding the
sequence of Trainings
Required
Helps in scheduling the
Training Calendar

19. PROCESS FOR FINDING THE PRIORITY OF
TRAINING NEEDS IDENTIFIED
1. Divide the list into two lists Named Lower Middle Management (M4, M5,
M6), Lower Lower Management (M7, M8, M9).
2. With the help of First List i.e. Lower Middle Management, Find out all the
skills that required training and no. of Employees who need training in those
skills.
3. Now find out the Proficiency- Levels- Required By each skill.
4. Now find out No. Of Employees x Proficiency Levels-Required i.e.
(E1*P1).
5. Similar process repeat for the Lower Lower Management (M7, M8, M9)
obtain (E2*P2) and priorities the Training Needs.
6. Now merge the two Priority trainings i.e. Priority Trainings For LMM and
Priority Trainings For LLM and Find out the whole Priority.
Merging can be done by Adding (( E1*P1) + ( E2*P2)), as high this value is
as higher there is Requirement of Training.

20. After the two lists are formed, now I have to find out the priorities for both
Lower Middle Management and Lower Lower Management Executives.
5-Point scale used is remains same as used above .i.e.

27. CONCLUSION
Competency mapping aligns individual goals towards the objectives of the
organisation, as competency mapping include comparison between desired
level and actual level of the skills.
Training need Identification with the help of competency mapping and skill
matrix is the best way for the organisation. This will also helps in skill
development of all the executives working within the organisation. Skill
development by Competency mapping is one of the most accurate means in
identifying the job and behavioural competencies of an individual in an
organization, So on the job trainings are imparted within the organisation to
make the workforce competent.
CONCUSION ACCORDING TO THE DATA ANALYSIS
After Identifying the Training Needs for 87 Executives I find out the priority
of training Needs for these 87 Employees. I obtained that communication
and presentation skills are the weakest skill among them and need training
as early as possible and then personality and self Development then 5S and
Further.

28.  References
 [1] Ms. Mallika Worlikar & Dr. Artee Aggrawal, Review
Study of Competency Mapping in the Organisations, IOSR
Journal of Business and Management (IOSR-JBM), 2017.
 [2] Jaideep Kaur & Vikas Kumar, Competency Mapping:
A Gap Analysis, International Journal of Education and
Research Vol. 1 No. 1 January 2013.
 [3] N. Anisha, Competency Mapping of the Employees,
International Journal of Advancements in Research &
Technology, Volume 1, Issue 5, October-2012.
 [4] www.hzlindia.com.
 [5] www.citehr.com.