Objective 1. Creating a competency based culture in the organization 2.

To identify whether the employee achieve the competency mapping level 3. To know whether the employee has such skill or knowledge to get in the 4. 5. 6. 7. 8.

higher level position from their normal position To suggest the suitable strategy to enhance the competency mapping level of the employee towards the organization. To analyze the individual competency using various dimensions of competency such as intellectual, emotional, motivational and social To map the distance between the expected level and present level of competency found among the employees. Identifying and building competencies of individuals as efficient and effective managers

Statement of the problem

India is expected to maintain an economic growth rate of over 6-7% in the coming decade. This implies substantial increase in economic activities and raises the challenge of adding the infrastructure like power, real estate, steel etc necessary to enable this development. Specifically the power sector requires augmentation of capacity across the value chain including manufacturing, construction, fuel and material supplies, project planning and implementation, financial management and operations and maintenance management. In the nations income and if left unnoticed may even lead to economic crisis and both households and business units would suffer due to power shortage. The success of any industry lies in the efficiency of its human resource. Thus the competency of the human resource in the power sector has to be measured and identified in order to develop the power sector and enable the employees to develop the talent and skills in the required area. Thus a study on competency mapping was required to be done in the power sector.

Comp-1--- Talent acquitastion Posting of executive is based on acquiring definite competencies based on job description Your competencies are in sync with your job description Identification of key competencies required can help in better selection of employees

comp-2 TALENT DEVELOPMENT Competency gap analysis will help in identifying the training need analysis Training in your organization is based on competency needs Competency mapping plays important role for Career and Succession Planning Comp-3 TALENT RETENTION Performance assessment is done on basis of individual competencies

Leadership Competence 1. 2. 3. 4. 5. Encourages commitment towards the organizational objectives. Creates a sense of common purpose within the team Demonstrates high ethical standards Should be trusted with confidential information About keeping promises

Communicating Competency 1. A straightforward way, even when dealing with sensitive issues. 2. Invites ideas, suggestions and opinions from others 3. Keeping others well informed 4. Plays a vital role in communicating clear performance expectations 5. Helps to orally communicate with other groups Problem solving/ Decision Making Competency 1. Problem solving/Decision making is proactively dealing with problems 2. Demonstrates a sound judgment in arriving at decisions 3. Makes timely decisions, without unnecessary delay or haste. Team Work Competency 1. Acting in a way that encourages the team to work together 2. Deals with conflict, within the team before it affects team performance 3. Encouraging the team members to cooperate with other teams within the organization. 4. Teamwork promotes a sense of loyalty and pride, 5. Supporting team decisions even if they differ from ones view 6.

Coaching/ Mentoring Competency

1. 2. 3. 4. 5.

Coaching/training is giving honest and constructive feedbacks Coaching/training is giving regular and timely feedback. Coaching gives timely recognition for a job well done. Ensures the team members are sufficiently trained to do their jobs Helps the team members identify and develop their skills and potential

INITIATIVE AND CREATIVITY Developing new proposal is given high importance Sees new possibilities to take the organization to a higher position TECHNICAL SKILLS AND KNOWLEDGE There is a clear understanding of the business and the basic facts of Business Knowledge sharing of the functions of other departments are important to me
LEADERSHIP

1. In uncertain and ambiguous situation, executives calling for a high level of judgment or taking appropriate decision without much delay. 2. Executives are ready to develop, negotiate, resolve conflict, persuade, use and respond to authority and power so as to get things done. 3. Executives deal with emotional stress and strain that arises as consequence of working situations of authority, leadership, power, targets and deadlines. 4. Employees are proactively come up with unique ideas or solutions either ones own ideas or ideas from another source. 5. Grasp problems quickly, think about several things at once, understand the whole situation quickly and think on ones feet. 6. Come up with unique ideas or solutions either ones own ideas or ideas from another source 7.