SUMMER INTERNSHIP PRESENTATION

ON

COMPETENCY MAPPING
UNDERTAKEN AT

INDIAN FARMERS FERTILIZER CO-OP. LTD.

KALOL UNIT
Presented To:

Presented By:

Prof. Rajesh Mehrotra

(Director SBM)

Patel Jaimeen
MBA HR
IIIrd sem. (pass)

CONTENTS
A) OBJECTIVE OF STUDY
B) COMPANY SYNOPSIS
C) PERSONNEL AND ADMINISTRATION DEPARTMENT
D) COMPETENCY MAPPING
E) RESEARCH METHODOLOGY
F) DATA ANALYSIS
G) RESEARCH FINDINGS
H) CONCLUSION

OBJECTIVE OF STUDY
To understand the role of HR personnel in the corporate sector and
their working fundas.
Analyzing the competencies of employees and evaluate the
competency gap for subsequent training & development and
selection of the employees.
To practice research methodology as an MBA aspirant.

COMPANY SYNOPSIS
o Indian Farmers Fertilizer Co-operative Limited (IFFCO) was
registered on November 3, 1967 as a Multi-unit Co-operative
Society.
o The society is primarily engaged in production and distribution of
fertilizers.
o IFFCO commissioned first of its ammonia - urea complex at Kalol
in the state of Gujarat in 1975 and is therefore known as the
mother unit.
o Its vision is to help farmers increase their crop productivity
through balanced use of fertilizers and ensure an empowered rural
India.
4

ORGANIZATIONAL STRUCTURE
For individual
plant

[Source: company
resources]

PERSONNEL AND ADMINISTRATION

Departments of P & A Section

Security
Personnel
Legal/Industrial Relationship
Time Office
Hindi
Medical
Public Relation
General Administration
Estate
Guest House

RESEARCH STUDY
ON
COMPETENCY MAPPING

RESEARCH METHODOLOGY
Objective of research study:
To assess the competency of employees and evaluate the competency
gap for subsequent training & development and selection of the
employees.
Duration of research: six weeks.
Research design: Descriptive.
Research area: IFFCO Kalol Unit.
Universe: Universe refers to the 13 employees of P & A department
of research area.
Sampling design: Stratified random sampling.
Sample size: 10
Source of data collection: Primary data questionnaire and informal
interview.
8

DATA ANALYSIS
1. Is your job description in accordance with your
qualification?
Sample size: 10

30 %
70 %

yes

no

Source: questionnaire [self

generated]

70% employees disagreed to it while 30% of them felt their job

description was in accordance with their qualification.

DATA ANALYSIS
2. Do your work experience satisfy your designation?
10 %

Sample size: 10

no

yes

90 %
Source: questionnaire [self
generated]

90% employees agreed to it while rest 10% were not

10

DATA ANALYSIS
3. Have you worked at any other organization apart from this?
Sample size:
10

20%
yes

no

80%

Source: questionnaire [self

generated] while 20% of them
organization

80% employees have worked in other

started their professional career with IFFCO.

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DATA ANALYSIS
4. Have you worked for any other department or at another
position apart from present in IFFCO?
Sample size: 10

10 %
yes

no

90 %
90% of the employees have worked at
positions while rest 10% have not.

Source: questionnaire [self

generated]
other
departments or at other
12

DATA ANALYSIS
5. Do you feel you deserve a higher position depending
your qualification/skills/experience?
Sample size: 10

70
60
50
40
30
20
10
0

on

Source: questionnaire [self

generated]

70 %

30 %
yes

no

70% employees felt that they deserve higher position while 30% dont.
13

DATA ANALYSIS
6. Does Recruitment and Selection processes are carried out
considering competency of the individuals?
50
45
40
35
30
25
20
15
10
5
0

Sample size:
10

50 %

Source: questionnaire [self

generated]

40 %
10 %

yes

no

don't know

50% employees agreed on it while 10% denied and 40% of them were
not aware about the recruitment process or competency.

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DATA ANALYSIS
7. Do you feel you need training to perform your work?
Sample size: 10

no 0 %

100 %

yes
0

20

40

60

All the employees admitted that they

work.

80
100
120
Source: questionnaire [self
generated]
required
training to perform their
15

DATA ANALYSIS
8. How frequently you require guidance from your superiors?

New Employees

Senior Employees
Never; 17%

Sometimes; 83%
Sometimes; 100%

Sample size: 10

Source: questionnaire [self

generated]

All the new employees and 80% senior employees required guidance
sometimes while only 20% of senior employees never required it.
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DATA ANALYSIS
9. Which among the following trait, according to you is most
desirable to work satisfactorily and efficiently in P&A
department?
6
5
4
3
2
1
0

Sample size:
10

50 %

Source: questionnaire [self

generated]

50 %

0%

0%

50% employees felt dedication while rest of them felt that experience
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was the most desired trait.

DATA ANALYSIS
10. Which trait defines you the best?
Sample size: 10

Time Bound; 10% Qualified; 10%

Workaholic; 20%
Skilled; 60%

Source: questionnaire [self

generated]

60% of employees were skilled, 20% were workaholic, 10% were

time bound and rest 10% were Qualified according to the best way to
define.
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RESEARCH FINDINGS
30% of the employees possess the required functional competency
to work efficiently in their department.
Employees 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.
Employees feel that there job description was not in accordance
with their qualification which indicates the lack of competency
mapping in the department but they were satisfied with the
designation they have in comparison of their work experience.
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RESEARCH FINDINGS
All the employees believe that they need training to perform their
job which is contradicting to their competency level, since the
type of work they were performing at the time of their joining and
today have changed due to implementation of Human Resource
Management System (HRMS).
Employees believe that the selection process is carried out using
the competency of individuals but it wasnt so earlier.

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SUGGESTION
Apart from appraisal system, the company should formulate the
gradual procedure for the competency mapping and carry it out
regularly, so that the employees job description and designation
satisfies their qualification and work experience which will lead
to job satisfaction of employees

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LIMITATIONS OF THIS RESEARCH

This study engrosses only a part of total number of employees in
plant working at administrative department.
Employees were busy in their work and thus did not spare much
time to respond openly to the questions asked.
Information and responses given by the respondents may be biased
due to several reasons.

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CONCLUSION
Employees at IFFCO are competent enough to perform their
work on time. Although only few employees face the problem
with the newly employed HRMS (Human Resource Management
System) .

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REFRENCES
1. http://www.whatishumanresource.com/competency-mapping
2. Sanghi Seema, The Handbook of Competency mapping, Sage
Publications Inc., 2007.
3. http://www.iffco.nic.in/ifc/web.nsf/vwleftlinks/About
4. http://www.strategichrinc.com/training.htm
5. Human resource management V P RAO

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QUERI
ES
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