Impact of Competency Based Training Need Assessment on Individual Performance: A Study on Employees of Essel Mining Industries

  • Authors

    • Ms Gayatri Panda
    • Dr. Sumita Mishra
    2018-09-27
    https://doi.org/10.14419/ijet.v7i4.7.20534
  • Competency, Management, Training, Need identification, Individual performance, Essel Mining.

  • With the increase in competition among different players in the mining industry, it has become an area of attention and focus for every player in the industry to streamline their employee’s competencies with the job requirement and outline the gap and design optimum strategies to bridge the gap in order to overcome the deficiencies. The present work is a lucid attempt to study the impact of competency management on identification of training need among employees of Essel Mining & Industries ltd. To achieve the set objectives a questionnaire was designed and it was distributed to a sample size of 112. The data was collected based on Purposive sampling. Correlation, Single factor ANOVA, technique was used to identify the present level and the expected level. Based on the above analysis and interpretations suggestions were given to bridge the gap and match the employee’s competencies with organizations set goals and objectives.

     

  • References

    1. [1] Athey, T.R., and Orth, M.S.(1999). Emerging Competency Methods For The Future. Human Resource Management, 38, (215 – 226).

      [2] Cardy, R.L., and Selvarajan, T . T. (2006). Competencies: Alternative Frameworks For Competitive Advantage. Business Horizons, 49,( 235 – 245).

      [3] Delamare le Deist, F., and Winterton,J. (2005). What is competence? Human Resource Development International, 8,( 27 -46).

      [4] Lai, L., and Kapstad, J. C. (2009). Perceived Competence Mobilization: An explorative study of predictors and impact on turn over intentions. International Journal of Human Resource Management, 20, (1985 – 1998).

      [5] Nybo, G. (2004). Personal development for dissolving jobs: towards a competency – based approach. International Journal Of Human Resource Management, 15 (549 – 564).

      [6] Sandberg, J. (2000). Understanding human competence at work: An interpretative approach. Academy Of Management Journal, 43, (9 – 25).

      [7] Subramony, M. (2009). A Meta – analytic Investigation of the relationship between HRM bundles and firm performance. Human Resource Management, 48, (745 -768).

      [8] Thousand Oaks: Sage Publications. Audenaert, M., Vanderstraeten, A., & Buyens D. (2009). Outcomes of competency management: matter of faith or backed by academic evidence A state of the art the rhetoric compared to available evidence.Paper presented at the 6th international conference of the Dutch HRM Network.

      [9] Toh, S. M., Norgeson, F. P., & Campion, M. A. (2008). Human resource configurations: investigating fit with the organizational context. Journal of Applied Psychology: An International Review, 57, (488 – 509).

      [10] Van der Heijde, C.M., & Van der Heijde, B.I.J.M.(2006).A competence based and multidimensional operationalization and measurement of employability Human Resource Management, 45, (449 – 476).

      [11] Van der Klink, M.R., & Boon, J. (2003), competencies: the triumph of a fuzzy concept. International Journal Human Resources Development and Management, 3, (125 – 137).

      [12] Goldstein, I.L. (1993). Training in organisations: Needs assessment, development and evaluation, (3rd ed.). Pacific Grove CA: Brooks/Cole, p.3.

      [13] Mathews BP (2001). Quality Training: Needs and Evaluation-Finding from a European Survey Total. Qual. Manage., 12 (4) (483---490)

      [14] Boydell and Leary (1996), Wills (1998) Determine the area of focus for the Training Needs Identification Or The Customer.

      [15] Reid and Barrington (1999) in view of this ever changing picture, perhaps the question should be ,How Can We Develop People To Develop Themselves.

      [16] Holton et al.( 2000). Traditional Training Needs Analysis Focused Primarily On Individual Needs With Detailed Analysis.

      [17] Mathews BP (2001). Quality Training: Needs and Evaluation-Finding from a European Survey Total. Qual. Manage., 12 (4)(483---490).

      [18] Poon JML, Rozhan (2000) Management Training and Development Practices of Malaysian Organizations. Malay. Manage. Rev., 35(2): (77-84).

      [19] Azad N., Ghandvar P., Rahimi Z., “Online Search Behaviour of Customers in Shoe Marketâ€, Astra Salvensis, Supplement No. 2, p. 793, 2017.

      [20] Mohammadzadeh, S., Zadkarim, S., Ammari H., Re-Engineering of Drinking Water Facilities of Villages of City of Saqqez for Water Loss Reduction Management, Supplement No. 2, 2017, p. 859.

      [21] Popovici I., Metode interactive de predare a matematicii. Software-ul GeoGebra, Supplement No. 2, 2017, p. 875.

      [22] W Jr., Bennett W Jr., Edens PS, Bell ST (2003). Effectiveness of Training in Organizations: A Meta-analysis of Design and Evaluation Features. J. Appl. Psychol., 88: (234–245).

  • Downloads

  • How to Cite

    Gayatri Panda, M., & Sumita Mishra, D. (2018). Impact of Competency Based Training Need Assessment on Individual Performance: A Study on Employees of Essel Mining Industries. International Journal of Engineering & Technology, 7(4.7), 157-159. https://doi.org/10.14419/ijet.v7i4.7.20534