Competency mapping and knowledge management in projects with special reference to HP projects Synopsis
Part-1: Project synopsis details
Title of the project: Competency mapping and knowledge management in projects with special reference to HP
Knowledge is an essential business assets people are human assets in an organization because they possess abilities, skills, competences, experience and wisdom. Intellectual capital has become more important than physical assets. Gary Hamel put it, “We have moved from an economy of hands to an economy of heads”. We are living in a knowledge society in which we have knowledge workers and knowledge managers. This requires “Working smarter, not harder.” Lotus says, “Knowing ignorance is strength and ignoring knowledge is sickness.”
Knowledge workers are the backbone of every successful business. In fact, ‘knowledge’ has become the most critical and crucial factor of surviving in today’s cut-throat competitive environment. Knowledge is a big percentage of the value of all goods & services produced in every industry.
Knowledge Management (hereafter KM) is a relatively new discipline in which a range of strategies and practices allow an organization to identify, create, represent, distribute, and facilitate the adoption of peer learning and experience of insights and experience. As institutions have grown organically, this knowledge is either embodied in individuals or embedded in organizations as processes or practices: KM generally a digital attempt to unlock this knowledge, to share and mainstream good practise, so as to work more effectively and not repeat our mistakes.
Identifying National and Transnational Need for Knowledge Management: Existing literature acknowledges that pockets of successful interventions exist across the range of education, training and employment services offered to offenders and ex-offenders in Europe, but are not well-shared. For example, one of the conclusions of the Pathways to Inclusion 2012 Conference Strengthening European Cooperation in Prison Education and Training (in which some relevant ExOCoP workshops were embedded) was that “teachers new to prison education or those attempting new approaches and programmes are forced frequently ‘to reinvent the wheel’
Whilst EU funding has helped to facilitate the sharing and transfer of practices and has helped to “create sustainable partnerships and networks to ensure this process of mutual learning continues in the long-term”
OBJECTIVE OF THE STUDY
There are four main objectives of the study as follows:
- To study the status of Knowledge Management in the organization and to check the competency of the employees.
- To study the perception of employees on the basis of job profile towards Knowledge Management
- To keep Knowledgeable employees and transferring Knowledge into structured capitals of the company
- To determining the Knowledge topology relevant to the organization.
STATEMENT OF THE PROBLEM
It is a problem to continue researching Knowledge Management to be improving and expand its current capabilities. The research should discover ways of gathering, storing, processing, and distributing knowledge customised to the unique structured and corporation of the firm. A problem with competency mapping, especially when conducted by an organization is that there may be no room for an individual to work in a field that would best make use of his or her competencies.
If the company does not respond to competency mapping by reorganizing its employees, then it can be of little short-term benefit and may actually result in greater unhappiness on the part of individual employees. A person identified as needing to learn new things in order to remain happy might find himself or herself in a position where no new training is ever required. If the employer cannot provide a position for an employee that fits him or her better, competency mapping may be of little use.
However, competency mapping can ultimately serve the individual who decides to seek employment in an environment where he or she perhaps can learn new things and be more intellectually challenged. Being able to list competencies on resumes and address this area with potential employers may help secure more satisfying work. This may not resolve issues for the company that initially employed competency mapping, without making suggested changes. It may find competency mapping has produced dissatisfied workers or led to a high worker turnover rate.
Research Methodology is a way to systematically study and solve research problems. The methodology is a systematic procedure of collecting information in order to analyze and verify a phenomenon. The collection of information is done through two principal sources, viz.
- Primary Data: It is the information that will be collected directly without any reference in this study it is to gathered through interviews with concerned officers and staff either individually or collectively some of the information will be verified and supplement through personal observation.
- Secondary Data: The secondary data will be collected from already published sources such as pamphlets of annual reports, internal records, books, journals, magazines, and websites.
- Sampling Technique: Judgmental Non Probability sampling can be used to select the individual units for better productivity of the questionnaire. A well-educated person may be able to reason out the questions in a better way.
- Universe: Universe belongs to E, F and G grade employees belonging to Essar Energy Ltd, out of which 50 samples are selected.
- Sampling design: Stratified random sampling design
- Sample size: 50
- Research method: a Survey method
- Research tool: Questionnaire and informal personal interview
- Data analysis stage: Data collected through primary & secondary sources will be tabulated and summarized so as to draw logical conclusions
- The research will be conduct for maintaining the decorum of the company.
- The time constraint may be one of the major problems.
- The study will be limited to Essar Energy Ltd.
- The lack of information sources for the analysis part.
- Selection of the people who are under consideration as a sample for the study may not be the best sample selected.
- Sample size will be limited due to the limited period allocated for the survey.
- Getting accurate responses from the respondents due to their inherent Problems, personality traits, and mood fluctuations may be a very difficult task.
- Some respondents may be re-contacted as per their convenience of time.
BIBLIOGRAPHY & REFERENCES
- Alberthal, Les. Remarks to the Financial Executives Institute, October 23, 1995, Dallas, TX
- Bateson, Gregory. Mind and Nature: A Necessary Unity, Bantam, 1988
- Bellinger, Gene. Systems Thinking: An Operational Perspective of the Universe
- Bellinger, Gene. The Effective Organization
- Bellinger, Gene. The Knowledge Centered Organization
- Csikszentmihalyi, Mihaly. The Evolving-Self: A Psychology for the Third Millennium, HarperPerennial Library, 1994.
- Davidson, Mike. The Transformation of Management, Butterworth-Heinemann, 1996.
- Robbins and Sanghi, Organizational Behaviour.
- Chandra Prasanna, Human Resource Management, 6th edition.
- Luthans, Organizational Behaviour.
- India today
- The Hindustan Times
- Business world
- The Times of India
Part-2: Project synopsis registration
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