Sudhir Internship on Tata Steel. jamshedpur (skills mapping)

Summer Training Research Project Report on Critical skill mapping of employee based on 4Q Toyota model at TATA STEEL ltd. jamshedpur

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For the partial fulfillment of the requirement of MASTER OF BUSINESS ADMINISTRATION

Affiliated to Mahamaya Technical University, Noida (U.P.) (2010-2012)

Under The Guidance of:

Under the Supervision of:

Ms.Alka

Mr. Bhavuk Gupta (Manager IR CSI)

Submitted By: SUDHIR SINGH Roll No.1068470104

GNIT Management School 6-C, Knowledge Park-II, Greater Noida ( G. B. Nagar)

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GNIT Management School 6-C, Knowledge Park-II, Greater Noida (G. B. Nagar

Date:11.11.2011

To Whom It May Concern This is to certify that Mr.

SUDHIR SINGH

student of

M.B.A. course (2010-12) at GNIT Management School with dual specialization in Marketing

&

HR

has satisfactorily completed the summer

Research project on “Critical skill mapping of employees based on 4Q toyota model TATA STEEL Ltd. jamshedpur” This study is done under the guidance of the undersigned by partial fulfillment for the award of M.B.A. I wish him/her all the best for bright future ahead.

Faculty Supervisor Ms. Alka

Director Dr. Savita Mohan

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DECLARATION

I sudhir singh

declare that the project entitled “critical skill mapping of employees

based on 4Q Toyota model at TATA STEEL LTD.jamshedpur” is my original work being submitted to the MAHAMAYA.TECHNICAL UNIVERSITY for the partial fulfillment of the requirement for the degree of the Master of Business Administration is my own endeavors and it has not being submitted earlier to any institute/university for any degree.

PLACE: Greater Noida

NAME-SUDHIR SINGH

DATE: 11-11 2011

ROLL NO-1068470104 I.D. NO.-684067

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ACKNOWLEDGEMENT

This project is a team project, while my name is on the cover page of this project, literally many of the people have contributed to this research report. Every work requires commitment, but this commitment goes in vein when there is no guidance.

I am short of words in expressing my sincere thanks to respected Mr. Bhavuk gupta (manager IR CSI) for his encouragement and support for the fulfillment of my project.

Last but not the least I also acknowledge with thanks director mam Ms. Savita Mohan and under the guidance of Ms. Alka for his valuable suggestions and I am also indebted to the faculty of GNITMS for making me worth this work.

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Preface The research is on the basis of A STUDY ON ‘SKILL MAPPING OF EMPLOYEES WITH 4Q MODEL OF PELLET PLANT EMPLOYEES IN TATA STEEL LTD. JAMSHEDPUR.  It is used to study the skill level of employees in their job level. Skill matrix is a tool to assess training needs.  It is a table that shows skills of individuals in a team and any gaps between the skills of employees and the job roles they have.  It is also known as a competency framework. If behind the maximum level, retrain and evaluate.  The study was based on the descriptive research design. The sampling design being used here is Simple Random Sampling  Thus this report seeks to utilize primary research, through questionnaires, Observation and secondary method involves data collection through magazines and websites.  The tools being used for analysis and interpretation is Percentage analysis.  The Suggestion made by the employees where mostly implemented whenever they were applicable.

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Index Sl.no.

Topics

Page Number

Institute’s certificate

Company’s certificate Acknowledgement Declaration Preface

From

1 Introduction

To

1

17

2 Industry Profile

18

30

3 Company Profile

31

52

4 Financial analysis of the company

53

95

5 Data analysis and interpretation

96

102

About the topic Objective of the study Methods employed Significance of the study

6 findings

103

7 Conclusion

104

105

8 Suggestion

106

108

9 Limitation of the study

109

10 Appendices

110

Questionnaires Organizational Structure 12 Bibliography

119 6

118

INTRODUCTION

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INTRODUCTION

In today’s competitive business scenario and era of flatter organization, structures enabling high quality performance/contribution from each individual have become essential because skill level of employees is critical to the performance of any organization. The leader’s role in motivating, guiding and facilitating employees in raising their performance and realizing their potential has assumed greater significance. Further, managers are called upon to develop the ‘softer’ skill, attitudes and behaviours so as to ensure that each individual integrates well with the team and the overall organization culture. Also, employees today expect their manager to play an active and effective role in their career planning and professional development.

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Thus for knowing the needs of the training and development of the employees, Toyota Motor, Japan has introduced the concept of Critical Skill Mapping by Four-Quadrant Model. By the use of model managers are able to evaluate and analyze the progress of skill index of a group of employees of same profile. In order to improve the skill level of employees, the Toyota model (4 quadrant) model of skill assessment has been adopted. This help in identifying the gaps and the training the Critical skills are those minimum skills required to successfully accomplish the assigned work/job. If skill of worker or employees lies below the critical skill, then the productivity of workers is hampered and the organizational output will be affected.

Non-critical skills are those skills, which help in enhancing the efficiency and effectiveness of an organization. It helps in achieving the benchmark of productivity of an organizational output.

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ABOUT THE TOPIC QUADRANT MODEL OF CRITICAL SKILL MAPPING Toyota Motor, Japan recently developed the four-quadrant model of critical skill mapping. The skill of workers is mapped on quadrant of a circle from 0 to 4. Each quadrant defines the level of skills of a worker. The specification of each quadrant is given below:

Definition of Quadrants No of quadrants Symbol to be filled

Definition

0

Is not trained on the subject

1

Has been given basic training on the subject.

2

Has the working knowledge of the subject and can work under supervision.

3

Has adequate knowledge of the subject and can work independently on the job.

4

Is an expert of the subject and can give training to others.

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THE TOYOTA MODEL (4 QUADRANT PROCESS)

 Identifying skills required for each position.  Assign desired level of proficiency against each position and skill.  Assess each employees proficiency against this skills.  Identify gaps based on assessment of proficiency.  Identify training need for each employees based on the gap  Prepare training plan, imparting training and assess improvement.

Critical skill Minimum reqired skill to complete job Non critical skill Additional skill to achieve benchmarking

Critical skill are those minimum skill required to successfully accomplish the assigned work / job. So this is known as critical skill. If skill of workers/employees lies below the critical skill, then the productivity of work and workers hampered and the organizational output will be affected.

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Non critical skill are those skill which help in enhancing the efficiency and effectiveness of an organization . It help in achieving the benchmarking of productivity of an organizational output.

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Skill Matrix Template of Toyota 4Q model. 

Skill matrix is a tool to assess training needs. It is a table that shows skills of individuals in a team and any gaps between the skills of employees and the job roles they have. It is also known as a competency framework. If behind the maximum level, retrain and evaluate. Skill matrix is nothing but the competencies you want to rate your employees. They include like communication, leadership, job knowledge, organizational culture, self development, critical thinking, decision making , initiations etc....we have to provide ratings for each competency starting from 1 to 10 (low to high). This competency helps the organization to understand the areas of improvement for the employee and also identifies the training needs required for the employee. This helps and encourages employee to improve along with team spirit. This skill matrix is one of the tools to understand whether employee is able to think out of box or not. Skill matrix is a simple and visual tool to show who has training and experience in what skill. Here is an example of a skill matrix that is used in office, and here is a skill matrix template.



Here is a skill matrix template in Microsoft Excel format. We The skill matrix is a very broadly useful visual management tool for people development.



At industry we are using this new format to track the personal development goals for knowledge and skills in the Tata steel Production System, project management, assessments, facilitation, simulations, business software, and problem solving charts, as well as others. The Job Instruction method and job breakdown method explained in the Toyota Talent book has helped us take use of the skill matrix at tata to a higher level. 13



We have used squares instead of circles since we do not know how to make circles appear in Microsoft Excel. In our format for consulting skills there are levels 0 through 4 starting with a blank (white) matrix, levels 1 through 4 being blue.

Here is a sample of what this skill matrix template looks like.

This free skill matrix template is easy to edit and easy to fill in. There are no macros and no automated features, you simply enter the values for Name and Skill and color in the matrix section as you like. It is formatted to 11 inches by 17 inches size paper for printing purposes. This accommodates a large number (thirty) of skills and competencies. You can format this sheet smaller or larger to suit your needs.

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Hopefully the more prominent positioning and titling of this free skill matrix template will make it easier for people to find, reducing the muda of searching. Other articles we have written about the skill matrix now also include a link to this free skill matrix template.

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Process For The 4 Quadrant Skill Assessment:

identify function and sub function related to job

list down the KPIs related to each of this sub function

identify position for which skills are requried

find out the desired 4Q scores of various skill at different position

identify skills that may prevent these errors

actual 4 Q score for all the worker in the department

identify human error that may lead to deviation from KPIs

based on actual 4Q score and desired 4Qscore identity the various trining to be imparted to each employee

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OBJECTIVE OF THE STUDY: Setting an Objective is the first and one of the most important stages of any report. This is because poorly defined problem will not yield useful results and causes confusion. Theme of our study is to “study and analyze the Debt and Capital Structure of Orient Paper and Industries Ltd. And find out its financial position. The objectives of our study are strengths and weaknesses”.

 Critical skill mapping of a (executive) employee of operation of pellet plant

 Preparation of quadrant chart for every employee working in operation section  A Mechanical Department. 

B Electrical Department



C Operation Department

 Analysis of quadrant chart

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METHODS EMPLOYED RESEARCH METHODLOGY: Definition of research: Research means scientific and systematic search for pertinent information on a specific topic. According to CLIFFORD WOODY research comprises defining and redefining problem, formulation hypothesis or suggest solution, collecting, organizing and evaluation data; making deductions and reaching conclusion; and at last carefully testing the conclusions to determine whether they fit the formulation hypothesis.

Objectives of a Research:



To gain familiarity with a phenomenon or to achieve new insights into it.



To portray accurately the characteristics of a particular indivisual , situation or group.



To determine the frequently with which sometime occurs or with which it is associated with something else.



To test a hypothesis of a casual relationship between variables.



Research Methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that are generally adopted by researcher in studying his research problem along with the logic behind them. It is necessary for the researcher to know not only the research methods/ techniques but also the methodology. 18

Data Collection Method:

For the survey I have taken the help of primary and secondary data.

Primary Data: For primary data collection I have used the following methods: 1.Questinnaire in form of job modules: I have developed a questionnaire for section head and supervisor for job module evaluation of worker critical skill .The number of modules to successfully accomplish the jobs is same for similar designation or group of similar kind of jobs.

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The evaluation was done from zero to four quadrants. The specification of quadrant is as;

No of quadrents to be filled

Symbol

Definition

0

Is not trained on the subject

1

Has been given basic training on the subject.

2

Has the working knowledge of the subject and can work under supervision.

3

Has adequate knowledge of the subject and can work independently on the job.

4

Is an expert of the subject and can give training to others.

2.Observation Method:

Observation and scaling (from 0 to 4) of critical skill on quadrant was given by the sectional head and supervisors of workers .The scale defines the competency of employee in particular job modules .For examples A.K.Tiwary ,Foreman of mechanical department ,G-Blast furnace got second quadrant scale in MS-Word ,MS – Power point, SAP Module it means that he have working knowledge of this module ,but they can’t work independently .they need supervision for working on this module 20

The procedure for scaling is given below:

Procedure:

1

Given the names of all employees to be covered under Positional Training in column "B" under the heading "Names".

2

Written the topics of all the "Training Modules / Topics" to be covered under Positional Training in row "9" under the heading "Training Modules / Topics".

3

4

5

Selected the cell to be filled e.g. "H11" for 'PLC drives' for 'Ram'.

Decided the competency of the person (Ram) on the subject (PLC Drives). The above said matrix to be used for this.

Based on the above, click on the appropriate 'Quadrant Button' given on the top of the 'Data' sheet.

Selected next cell and continued. 6

Secondary Data:



For secondary data I referred to the company profiles ,previous year report, literatures, journal, periodicals, internet, interanet, etc.

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Sample size:

The sample size of my survey consisted of 47 employees of ‘pellet plant.’

Number of supervisors & workers surveyed in internal

= 15

Number of supervisors &workers surveyed in external

= 26

Number of supervisors & workers surveyed in JET&TA = 6

This sample size consists of 100%of the total employees of ‘pellet plant’

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SIGNIFICANCE OF THE STUDY: Skill matrix is a tool to assess training needs. The study also analysis the performance level of each employees. It helps the company to access where the Operators are lacking .

It is a table that shows skills of individuals in a team and any gaps between the skills of employees and the job roles they have. It is also known as a competency framework. If behind the maximum level, retrain and evaluate.

Critical skills are those minimum skills required to successfully accomplish the assigned work/job. If skill of worker or employees lies below the critical skill, then the productivity of workers is hampered and the organizational output will be affected.

During the study the researcher was directly in contact with the Operators and Supervisors and has got a remarkable practical experience in this period of 30 days

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.

INDUSTRY PROFILE

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What are Pellets ? Pellets are approximately spherical lumps formed by agglomeration of crushed iron ore fines in presence of moisture and binder, on subsequent induration at around 1300°C, which suit the requirements of downstream processes e .g. Blast Furnaces & Direct Reduction.

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Need of Pellet Plant for Tata Steel:

• To increase hot metal output to meet 10 MTPA Crude Steel Production

• To improve blast furnace performance

a. Increase in blast furnace productivity b. Decrease in blast furnace fuel rate c. Decrease in hot metal quality d. Decrease in Slag Rate

• Extending the life of iron Ore Reserves.

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Detail of facility, input and output requirement:

INPUT •iron ore fines •• Limestone •• Anthracite Coal •• Anthracite Coal •• Bentonite •• CO Gas •• BF Gas •• Coal Tar •• Power •• Process Water •• Grinding media

MAJOR UNIT FACILITIES •2 impact mill (30tph) •2 Dryers (5 m X 35 m) •2 Grinding Mills (6 m X 12 m) •2 ROKSH Separators •2 Process Bag Houses •2 Mixers (620 tph each) •10 Disc Pelletizers (156 tph each) •Single deck Roller Screen •Induration Machine •Single deck Roller Screen •Induration Machine Hood •6 Process Gas Fans •3 Process ESPs & 1 Plant DedusESP •2 Product Screens

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OUTPUT •product pellet •pellet fines

perameters

pellet

Iron Ore Fines Size coal/ coke size lime stone, pyroxinete agglomiration process product size,mm tumbler index( TI),% Reduction Degradation Index (RDI), % Reducibility Index (RI), % Swelling Index, %

80% < 0.045 mm 80% < 0.045 mm 80% < 0.045 mm Induration 6-16 mm >92 92% for the fraction +6.3 mm • Abrasion Index (AI) 90 % • -6mm < 3 % • Tests for metallurgical properties –Reduction Degradation Index (RDI), 65 % –Swelling Index (SI),