A STUDY ON “SKILL MAPPING WITH SPECIAL REFERENCE

TO OPERATORS AT HARITA-NTI LIMITED, CHENNAI”

By

S.JANAKI.

Register No: 32209631014

Of

DHANALAKSHMI SRINIVASAN COLLEGE OF

ENGINEERING AND TECHNOLOGY

Submitted to the

FACULTY OF MANAGEMENT STUDIES

In partial fulfillment of the requirements

for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

ANNA UNIVERSITY

CHENNAI – 600 025

JULY - 2010
 DHANALAKSHMI SRINIVASAN COLLEGE OF
ENGINEERING AND TECHNOLOGY.
DEPARTMENT OF MANAGEMENT STUDIES
ECR, Mamallapuram, Chennai-603104
Phone: 044-27442844, 27443844

BONAFIDE CERTIFICATE

Certified that this report titled A STUDY ON “SKILL MAPPING WITH SPECIAL
REFERENCE TO OPERATORS AT HARITA-NTI LIMITED, CHENNAI” is a
bonafide work of Ms.S.JANAKI., Reg. No.32209631014 who carried out the work under my
supervision certified further that to the best of my knowledge the work reported here in does
not form part of any other project report on the basis of which a degree or award was
conferred on an earlier occasion on this or any other candidate.

Viva Voce Conducted

Internal Examiner: External Examiner

 DECLARATION

I, S.JANAKI, a bonafide student of DHANALAKSHMI SRINIVASAN

COLLEGE ENGINEERING & TECHNOLOGY, hereby declare that the project
entitled “A STUDY ON “SKILL MAPPING WITH SPECIAL REFERENCE
TO OPERATORS AT HARITA-NTI LIMITED, CHENNAI, submitted in partial
fulfillment for the award of Degree of Master of Business Administration is my
original work.

Place:

Date:
S.JANAKI
 ACKNOWLEDGMENT

I express my gratitude to Mr.Srinivasan, Chairman, Dhanalakshmi

Srinivasan College of Engineering and Technology, for providing better environment to
run our Management courses successfully, I thank Mr.Vijayaraj, Secretary,
Dhanalakshmi Srinivasan College of Engineering and Technology, for providing better
facilities to complete this project.

I thank DR.R.Ponraj, Principal, Dhanalakshmi Srinivasan College of

Engineering and Technology, for extending moral support to me during the course of
my project. My special thanks to Mr.Arinvanandam, Vice principal, for sharing his
experience.

I thank Mr.K.Murugan, Head of the Department of Business

Administration for his constant encouragement throughout the tenure of the Project. I
am indebted to my Guide, Mrs.K.Kolanjiyammal, Asst.Professor, for her valuable
guidance during the course of this the Project.

I am grateful to Mr.Sankar Ganesh, HR Manager of HARITA-NTI

LIMITED, for his advice and guidance. I take this opportunity to thank other staff
member for their encouragement and assistance.

Finally a special thanks to my parents, relatives and friends for their

moral support to complete this project work successfully.

S.JANAKI
 TABLE OF CONTENT

CHAPTERS TOPIC PAGE NO

NO
1 INTRODUCTION 01
1.1 Company Profile 05
1.2 Review of literature 09
1.3 Objectives of the study 12
1.4 Scope of the study 13
1.5 Limitation of the study 14
2 RESEARCH METHODOLOGY 15
2.1 Research Design 15
2.2 Sampling technique 16
2.3 Size of the sample 16
2.4 Data collection method 17
2.5 Tools used for analysis 18
3 ANALYSIS AND 19
INTERPRETATION
3.1 Data analysis and 19
Interpretation
3.2 Findings 40
3.3 Suggestions 41
3.4 Conclusion 43
4 BIBILIOGRAPHY 44
5 ANNEXURE 45

ABSTRACT

The research is on the basis of A STUDY ON “SKILL MAPPING WITH SPECIAL

REFERENCE TO OPERATORS AT HARITA-NTI LIMITED, CHENNAI”.
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. The sample size 8 has been used

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.

1
 2

What is skill matrix?

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.
3
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.
 4

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:

No of
Symbol Definition
quadrant
s to
be filled

Is not trained on the subject

0

Has been given basic

training on the subject.
1

Has the working knowledge

of the
2 subject and can work under
Supervision.

Has adequate knowledge of

the subject and can work
3 independently on the job
 Is an expert of the subject
4 and can give training to
others.

1.1 COMPANY PROFILE:

Harita-NTI Limited (HNTI) was founded in the year 2000 as a Joint venture with
Northern Technologies International Corporation (NTIC), USA and Harita, a TVS
Associate. The founder is Late Shri.T.S.Srinivasan. The president of Harita-NTI Ltd.
is N.Sriram.

NTIC is in the business of converting unique beneficial materials Science into value
added products and services for industrial and Consumer applications. HNTI strives
towards bringing to India, the finest technologies in Corrosion Management Systems,
Biodegradable Polymers and Recyclable technologies and operates under the global
brand name Zerust Excor, Natur-Tec and Polymer Energy.

Eco-friendly corrosion inhibiting products and solutions

Zerust Excor

Bio-based and Bio-degradable polymers for various

Natur-tec
consumer and industrial applications

Polymer energy Conversion of plastic waste to fuels using innovative

Polymer Energy Technology.
 6

The joint venture with NTIC provides service worldwide, through 45 joint venture
distribution arrangements. The company also makes available the State-of-the-art
laboratories at Minneapolis (USA), Dresden (Germany)
and Chennai (India) to assist their customers in solving their packaging and waste
management problems.

Total No of employees in HARITA-NTI Ltd. = 107

Permanent employees = 63
Temporary employees (contract) = 44

MISSION OF HARITA-NTI Ltd.:

To be the preferred business associate to customers by providing innovative,

environmentally beneficial materials science based solutions in Corrosion Management,
Bioplastics and Polymer Recycling Technologies

VISSION OF HR DEPARTMENT

To attain organizational excellence by developing and inspiring human potential and

providing opportunities for growth, learning and wellbeing.

MISSION OF HR DEPARTMENT
To create a value based organization bringing in a culture of learning, innovation and
team work in the employees and also helping them align their aspirations with
organization goals which in turn helps in creating a competent and responsive
workforce.

OBJECTIVES OF HR DEPARTMENT

a) To develop core values

b) Develop business leaders for the future
c) To inculcate an environment of learning, innovation & team work.
d) To enhance quality of risk in employees.
e) To identify and build competencies among employees to face competition

List of Top customers\ clients of HARITA-NTI Ltd.:

a) Bharat Forge
b) Tata group
c) Sundaram Clayton
d) Brakes India
e) TVS Motor company
f) RICO Auto India
g) Spicer India
h) SEL Group
i) WABCO
j) QH Talbros
k) Hi-tech group
l) Indo Shell
m) Auto Tech
 n) Ford
o) Automotive Axles

9
1.2 REVIEW OF LITERATURE:

A study conducted on Critical skill mapping of operators at Tata steel,

Jamshedpur by Devika 1 states the Critical skill mapping of employees of operation
of ‘G’ Blast Furnace. The paper deals in Preparation of quadrant chart for every
employee working in operation section and also the Analysis of quadrant chart.

A Study conducted on Life skill mapping in Vietnam by National Institute for

Education Strategies and curriculum and supported by UNESCO 2 states those life
skills refers to individual’s ability (Knowledge, Values, Attitude, and Skills) to perform
life functions and to fully participate in daily life.

A Study conducted on Skills Mapping and Skill development for employability:

The Case of Cuttack by Annop.K.satpathy, Jimuta.P.Mishra, Nishith Prakash 3
(Faculty member in Economics, Assistant professor, Ohio University) states that the
impact of Globalization on society and Economy is encapsulated in its effects on the
labour market. It has accentuated the skill components in labour. In order to evaluate the
impact on globalization the search for social specifies is imperative. There is a need for
an analysis of the labour market at a disaggregated level with a focus on: a) the skill
training infrastructure available in each locality, and its effectiveness in nurturing
employability, b) The importance of partnership between training institutions with other
social actors. In this regard paper attempts to examine the case of Cuttack District in
Orissa. A description of the types of industries and the means of acquisition of skills is
also given in order to gauge the growth pattern and the likely demand for skills in the
district.
 1

A Study conducted on Graduate Employability skills by Precision Consultancy

4
( August 2007) is prepared for the Business, Industry and Higher Education
Collaboration Council. The paper discuss the following things
a) How universities currently develop and integrate employability skills into their
Programs of study
b) How universities teach employability skills
c) How universities currently assess students’ employability skills
d) How graduate employability skills might be assessed and reported upon.

A Study Conducted on UKAN Skills by Paul Mayes, University of Teesside 5

The main aim of the Project was to produce demonstration versions of online ‘skills
development maps’ for a range of different approaches to skills development The
Project collaborated with Janet A. Hale of curriculummapping101.com and Rubicon
International to use Rubicon's Atlas online curriculum mapping software to host the
skills development maps (as well as demonstrating such software to a British audience

A study on Skills Mapping: Assessing Australia’s Longer Term Requirements for

Professional Skills by A Discussion Paper Prepared by Professions Australia’s
Education Committee 6 the paper discuss about the Mapping Australia’s longer term
requirements for professional skills will provide the data and research necessary to
better managing the supply and demand for professional skills. It will also ensure we

11
Devika, Crictical skill mapping of operators at TATA steel
2
Life skill mapping in Vietnam by National Institute for Education Strategies and curriculum and
supported by UNESCO
3
Skills Mapping and Skill development for employability: The Case of Cuttack by Annop.K.satpathy,
Jimuta.P.Mishra, Nishith Prakash

4
Graduate Employability skills by Precision Consultancy
5
UKAN Skills by Paul Mayes, University of Teesside
6
Skills Mapping: Assessing Australia’s Longer Term Requirements for Professional Skills by A
Discussion Paper Prepared by Professions Australia’s Education Committee
are maximizing the outcomes from investment in professional skills accumulation, and
facilitate a shift from the current ad hoc arrangements to a more coordinated national
approach to professional workforce planning and policy development.

11

A study on Mapping of Human Resources and Skills of Rajasthan-2015 prepared

by ICRA Management Consulting Services Limited 7 ICRA Management Consulting
Services Limited (IMaCS) was mandated by the Department of Labour & Employment
of the State Government of Rajasthan, to assist it in mapping the human resources and
skills of Rajasthan. This report projects the human resource requirements of Rajasthan’s
high-growth and emerging sectors till 2015, maps the human resource skills available
currently in the State to meet such requirements, identifies the skill gaps with respect to
these requirements, and suggests measures to bridge the gaps.

A study on Information Skills Provision: Mapping the information skills

of Cambridge undergraduates and induction / training provision across the
University prepared by Lizz Edwards-Waller 8 This report summarizes the results of
the IRIS Project: an eleven-week research exercise undertaken as part of the Arcadia
Fellowship Program. The IRIS Project aimed to map both the provision of library
inductions and training for students at the University, and the information skills
amongst undergraduate students.

27
A study on Mapping of Human Resources and Skills of Rajasthan-2015 prepared by ICRA
Management Consulting Services Limited
8
A study on Information Skills Provision: Mapping the information skills of Cambridge
undergraduates and induction / training provision across the University prepared by Lizz Edwards-
Waller
 12

1.3 OBJECTIVES OF THE STUDY:

Setting an Objective is the first and one of the most important stages of any report.

The objectives of our study are:

 To identify the training need of an

operator

 To find out the existing performance

levels of each employees
in the operation section

 To find out the best performer of the

operation section in
Company.

 To prepare the quadrant chart for

every employee working in
Operation section
 13

1.4 SCOPE 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.
.

14

1.5 LIMITATION OF THE STUDY:

 Time is the most important constraints in carrying out

this project.

 The busy schedule of Operators and supervisors is also

a limitation.

 The supervisors are uncomfortable in assessing skill

level of some employees.
 15

Research means scientific and systematic search for pertinent information

on a specific topic.

The Advanced Learners Dictionary of current English lays down the meaning
of research as a “careful investigation or an enquiry especially through search for new facts
in any branch of knowledge”. Research comprises of defining and redefining problems,
formulating hypothesis or suggesting solutions; collecting, organizing and evaluating data;
making decisions and reaching conclusions, and at last carefully testing the conclusion to
determine whether they fit the formulating hypothesis. Research is thus an original
contribution to the existing stock of knowledge making for its advancement.

According to Clifford Woody, research comprises defining and

redefining problems, formulating hypothesis or suggesting solution, collecting,
organizing and evaluating data; making deduction and reaching conclusion and
at last carefully testing the conclusions to determine whether they fit the formulation
hypothesis.

2.1 Research Design:

“A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in
procedure”.

16
Research design is the conceptual structure within which research is conducted; it
constitutes the blueprint for the collection, measurement and analysis of data.

The type of research design used in the project was Descriptive research, because it
helps to describe a particular situation prevailing within a company. Careful design of
the descriptive studies was necessary to ensure the complete interpretation of the
situation and to ensure minimum bias in the collection of data.

Descriptive Research are those studies which are concerned with describing the
characters of a particular individual or group.

2.2 SAMPLING TECHNIQUE

Sampling is the selection of some part of an aggregate or totality on the basis of

which a judgment about the aggregate or totality is made. Simple random sampling
method was used in this project. Since population was not of a homogenous group,
Stratified technique was applied so as to obtain a representative sample. The employees
 were stratified into a number of subpopulation or strata and sample items (employees)
were selected from each stratum on the basis of simple random sampling.

2.3 SIZE OF THE SAMPLE

For a research study to be perfect the sample size selected should be optimal i.e. it
should neither be excessively large nor too small. Here the sample size was bounded to 8

Period of study:

The present study had been undertaken for period

of 1 month.

17

2.4 DATA COLLECTION METHOD

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

Primary data
For primary data collection we have used the following methods

1. Questionnaire in form of job modules

We have developed a questionnaire for section head and supervisor for job
module evaluation of worker’s critical skills. The number of modules to successfully
accomplish the job is same for similar designation or group of similar kind of jobs.
The evaluation was done from 0 to 4 quadrants.
2. Observation method
Observation and scaling (from 0 to 4) of critical skill on quadrant was given by
the sectional head and supervisor of workers. The scale defines the competency of
employee in particular job modules.
For Example: Mr. Saravana Kumar of Operation section, got
Second quadrant scale in Extrusion process. It means that he has working knowledge of
these modules but he can’t work independently. He needs supervision for working on
this module.

Secondary Data
For secondary data we referred to the company profile, Literatures, journals,
periodicals, internet, intranet, etc

18

. 2.5 TOOLS USED FOR ANALYSIS:

For the purpose of present study PERCENTAGE

ANALYSIS is used.

Percentage scored by
Individual = Marks scored
----------------------------- * 100
Total marks
 19

Analysis and interpretation plays the most important role in any research process. It
helps to extract pertinent findings from the collected data by applying the statistical
techniques in discovering additional findings. It converts raw data into meaningful data
by bridging the gap between primary and secondary data.

Analysis is done with an attempt to organize and summaries data in order to enhance
the effect of results in such a way that enables to relate critical points with study’s
objectives.
Percentage analysis is used for data analysis and interpretation. Analysis and
interpretation was based on questionnaire and observation schedule, which gives the
data that, is required for the study. The analysis and interpretation is based on the
options chosen by the respondents.

There are 8 employees in the Operation Section of Zerust VCI Film with
different designations. The HR department has identified different modules or critical
skills for each designation. The designations and the respective number of modules are
given below:

DESIGNATION NO. OF EMPLOYEES NO.OF MODULES

OPERATOR 08 15

20

According to the above data we have analyzed the skills of the employees of the
Operation Section by Four Quadrant Model which are given in the following tables. We
have mapped the critical skills of the employees according to modules identified. These
data, when analyzed, provide clearly the skill levels of the employees, the modules in
which they are lacking or they are good in.
Analysis is done for OPERATORS in manufacturing section. Those OPERATORS
involved in production of Zerust VCI Film, a product of Harita-NTI Ltd.

PROCESS OF MAPPING THE SKILL

OF OPERATORS
 Step 1 Learn the process carried out in the company and identify
the Skills and Knowledge required to perform that job.

Step 2 Frame the training modules and set questionnaire relating

to their job to analyze how much they are skillful.

Step 3 Skill sets are framed at this level.

Step 4 Prepare the quadrant chart for the Operator for various
skill sets framed using any tool.

21

Step1

PRODUCTION PROCESS OF ZERUST VCI FILM

P
 R RAW MATERIAL MIXING

O EXTRUSION

C CUTTING AND SEALING

E PACKAGING

22

RAW MATERIAL MIXING

PROCESS JOB BREAK DOWN TOOLS SKILLS KNOWLEDGE

CHART USED REQUIRED REQUIRED
Raw material Identification i) Reading i) SOP
mixing Of Mixer skill
Raw materials machine ii) To identify whether
ii)Numerical moisture exist in raw
skill material

Based on the proportion raw iii) To identify

materials are loaded in to the dust and impurities
drum exist in raw material

Run the mixer machine for five

minutes

Raw material is mixed well

23

EXTRUSION

PROCESS JOB BREAK DOWN TOOLS SKILLS KNOWLEDGE

CHART USED REQUIRED REQUIRED
 Load the material in to i) To set the i) SOP
hopper Blow film temperature
| Extruder ii) To identify defective
EXTRUSION Insert the scrap tube via ii) To set the output
nip roller required size
| iii) FIFO
Switch on the extruder iii) To set the
| required iv) Do’s and Don’ts
Join the film with scrap thickness
tube v) log book entry
| iv) to carry on the
Switch on the blower continuous process
|
Pull the film via nip
roller
|
Switch on the nip and
guide rollers and
windows
|
Set required size and
thickness
|
Wind the material
|
Get required quantity
change the roll

CUTTING AND SEALING

PROCESS JOB BREAK DOWN TOOLS SKILLS KNOWLEDGE
CHART USED REQUIRED REQUIRED
Fix on the roll
CUTTING AND | Cutting i) To measure i) SOP
SEALING Keep machine in jog mode & the length
| Sealing
Set required size and machine ii)Temperature ii) Blade
stroke setting skill adjusting
 | technique
Set required batch count
|
Set required advance iii) Strokes
batch count setting technique
|
Set required auto stack
time
|
Set required gripper on
delay time
|
Set required stopper on
delay time
|
Switch on unwinder and
set required speed
|
Insert the tube
|
Switch on draw button
|
Insert the tube
|
Keep in production mode
|
Switch on draw and
machine button
|
Set required size
|
Check dimension and
scaling strength
|
Do continuous production
|
Pack material in the bag
 25

PACKAGING

PROCESS JOB BREAK DOWN TOOLS SKILLS KNOWLEDGE

CHART USED REQUIRED REQUIRED
Packaging Select the carton as per i)Box i)identification i)Counting
packing standard strapping of finished knowledge
| machine goods
Tape the bottom side of the ii)SOP
carton using dispenser ii)Dispenser ii) packing
| right goods at iii)To plan the
Pack the VCI bag in the the right box delivery
carton as per the standard
| iii) Writing
Paste the packing slip in the correct
carton box dispatch
| details
Place the carton in the
strapping machine iv) Delivering
| the goods at
Strap and tape the carton box the right time

26

Step2
 MIXING OF RAW MATERIALS

DETAILS METHOD
OF
INSTRUCTION

ON THE JOB: ON THE JOB:

Type of product produced Training through step by step

Type of raw material used Job rotation
Machine details Coaching
Operation procedure
Raw material calculation
Identification of defective raw material
Run time calculation

OFF THE JOB: OFF THE JOB:

Build confidence Vestibule training

Reduce communication gap between supervisor and Conference or discussion
operator
Create interest towards the firm and job

27

EXTRUSION
 DETAILS METHOD
OF
INSTRUCTION

ON THE JOB:
ON THE JOB:
Training through step by step
Theory on extrusion
Job rotation
Machine details
Coaching
Working of machine
Operation procedure
Temperature setting method
Thickness & size checking and setting method
Output calculation
Maintain the equipment
Identification of Defective output
Maintaining the log book ( production log sheet)
Safe handling of machine
Effective use of time and raw materials
Troubleshooting procedure
Occurrence of Power failure
Accident prevention methods(safety procedure)

OFF THE JOB:

OFF THE JOB:
Vestibule training
Conference or discussion
Build confidence
Reduce communication gap between supervisor and operator
Create interest towards the firm and job

28

CUTTING AND SEALING

 DETAILS METHOD
OF
INSTRUCTION

ON THE JOB: ON THE JOB:

Theory on cutting and sealing Training through step by step

Machine details Job rotation
Working of the machine Coaching
Operation procedure
Strokes setting method
Temperature setting method
Size setting method
Safe handling of machine
Counting the output
Maintenance of machine
Log book entry
Packing the output
Troubleshooting procedure

OFF THE JOB: OFF THE JOB:

Build confidence Vestibule training

Reduce communication gap between supervisor and operator Conference or discussion
Create interest towards the firm and job

29

PACKAGING
 DETAILS METHOD
OF
INSTRUCTION

ON THE JOB: ON THE JOB:

Carton box details Training through step by step

Various dimensions of carton box Job rotation
Use of dispenser Coaching
Box strapping machine details
Operation procedure
Packing the right things at the right box
Preparation of the packing slip/label

OFF THE JOB:

OFF THE JOB:
Build confidence
Reduce communication gap between supervisor and operator Vestibule training
Create interest towards the firm and job Conference or discussion

30
 Step3

BASIC ELEMENTS

SKILL SUB METHODOLOGY OF SKILLS SPECIAL

ELEMENTS NO ELEMENTS TRANSFER POINTS

Should know
Training on safety, the safety
S1 SAFETY Observation measures

Basic

Should know
to keep the
place clean
MACHINE and also to
MAINTENANCE On the job Training( Waste & maintain it
S2 & 5's Handling Practice) regularly
 31

MIXING OF RAW
MATERIALS

SKILL METHODOLOGY OF SPECIAL

ELEMENTS NO SUB ELEMENTS SKILLS TRANSFER POINTS

Instruction, Should know

Demonstration, On the the Production
Job Training, All type Plan and
RAW MATERIAL of Identification Product
S3 MIXING Visually. Produced

On the Job Training,

Observation &
RAW Showing the defects. Should know
Demonstration of the types of
MATERIAL Correction & defects and its
MIXING S4 DEFECTS Corrective Action. impact

Should know
Instruction, the various
Demonstration, Proportion for
Correcting the various
Mistakes, On the Job Product
S5 PROPORTION Training, Observation. Produced
 32

EXTRUSION

SKILL METHODOLOGY OF
ELEMENTS NO SUB ELEMENT SKILL TRANSFER SPECIAL POINTS

Instruction, Should know the

Demonstration, On Production Plan
EXTRUDER the Job Training, and Product
S6 OPERATION Observation Produced

Should know to
Instruction, set the right
Demonstration, On Temperature, Size
the Job Training, and Thickness for
EXTRUSION S7 PROCESS CONTROL Observation the right product.

Should know the

On the Job Training, type of defects
Observation & and also to
Showing the Defects, calculate output
Demonstration of & also to &
Correction & Maintain Log
S8 PRODUCT CONTROL Corrective Action. Book

Instruction, Should know to

Demonstration, On react to the
TROUBLESHOOTIN the Job Training, situation quickly
S9 G PROCEDURE Observation and in a right way
 33

CUTTING AND SEALING

SKILL METHODOLOGY OF
ELEMENTS NO SUB ELEMENT SKILL TRANSFER SPECIAL POINTS

Instruction, Should know the

CUTTING AND Demonstration, On the Production Plan
SEALING Job Training, and Product
S10 OPERATION Observation Produced.

Should know to set

the right
Instruction, Temperature,
CUTTING Demonstration, On the Speed and Size for
AND Job Training, the right
SEALING S11 PROCESS CONTROL Observation ( Flawless) Output.

On the Job Training,

Observation & Should know the
Showing the Defects, type of defets and
Demonstration of also to calculate
Correction & output & also to &
S12 PRODUCT CONTROL Corrective Action. Maintain Log Book

Instruction, Should know to

Demonstration, On the react to the
TROUBLESHOOTING Job Training, situation quickly
S13 PROCEDURE Observation and in a right way
 34
PACKAGING

METHODOLOGY
OF SKILLS SPECIAL
ELEMENTS SKILL NO SUB ELEMENTS TRANSFER POINTS

Instruction,
Demonstration, On Should know the
DESPATCH the Job Training, Despatch plan,
S14 DETAILS Observation know to write.
PACKAGING

Should know to
identify the
Instruction, finished Goods,
Demonstration, On pack the right
PACKING the Job Training, goods at the
S15 STANDARD Observation right Box.
 35

Step4
BASIC ELEMENTS

SKILL SET S1 S2
MACHINE
NAME SAFETY MAINTENANCE&
5's

M.ARUL

A.BASKAR

M.BASKAR

C.GUNASEKARAN

E.MANIKANDAN

N.PARTHIPAN

M.SARAVANA
KUMAR

P.VENKATESAN
 36
RAW MATERIAL
MIXING

SKILL SET S3 S4 S5
RAW DEFECTS PROPORTION
NAME MATERIAL
MIXING

M.ARUL

A.BASKAR

M.BASKAR

C.GUNASEKARAN

E.MANIKANDAN

N.PARTHIPAN

M.SARAVANA
KUMAR

P.VENKATESAN
 37

EXTRUSION

SKILL SET S6 S7 S8 S9
EXTRUDER PROCESS PRODUCT TROUBLESHOOTING
NAME OPERATION CONTROL CONTROL PROCEDURE

M.ARUL

A.BASKAR

M.BASKAR

C.GUNASEKARA
N

E.MANIKANDAN

N.PARTHIPAN

M.SARAVANA
KUMAR

P.VENKATESAN
 38
CUTTING AND
SEALING
SKILL SET S10 S11 S12 S13
CUTTING PROCESS PRODUCT TROUBLESHOOTING
NAME AND CONTROL CONTROL PROCEDURE
SEALING
OPERATION

M.ARUL

A.BASKAR

M.BASKAR

C.GUNASEKARA
N

E.MANIKANDAN

N.PARTHIPAN

M.SARAVANA
KUMAR

P.VENKATESAN

39
PACKAGING
SKILL SET S14 S15
DESPATCH PACKING
NAME DETAILS STANDARD

M.ARUL

A.BASKAR

M.BASKAR

C.GUNASEKARA
N

E.MANIKANDAN

N.PARTHIPAN

M.SARAVANA
KUMAR

P.VENKATESAN

40
3.2 FINDINGS:

• The training modules and needs are

identified
• The main finding in this project is
said to be preparation of skill map for
the operators.
• The skill level of operators are found
out by preparing skill map,
• The skill map also shows that who is
lacking in which process, based on
that special attention and training will
be given.
• The skill map also shows who
performs well.
• Thus skill map act as a tool to
analyze the performance of employees
before training and after training.

•
 41
3.3 SUGGESTIONS:

After critical skill mapping of the employees of operation section of the Harita-NTI Ltd.
Production department, the following are our recommendations to this department:

1). The critical skill mapping study reveals the various skills of workers in which
they are expert or they are lacking. Special training program should be
arranged for those employees who are lacking in their respective modules.

2) We have found from our study that some operators are lacking in cutting and sealing
process and packing process. Thus special attention must be given in this process
training.

3) The mapping is done by the supervisors of the department. Thus it should be

shared with all the operators so that they come to know about their skill level
and try to improve it.

4) There should be provision for sending the operators outside the company for
training program.

5) All training modules should be evaluated at proper time and this activity should
be carried out regularly.

6) Training should be as per work requirement and should be given at the right time.
7) The prior information for the training programs should be given to the workers. So
care must be taken in this matter and prior notice that is before 2-3 days should be
given to all the operators for training.

42
8) There should be transparency in organizing training program and should be
arranged for operators according to the work requirement.

9) More emphasis on ON-THE-JOB training should be given.

10) The selection criteria for training should be suitable. It should match with the
qualification of the employees. For example if he is less qualified and sent to
higher technical training program, it will prove ineffective. Hence, training
should be provided by taking into account the platform and background of the
employee.

11) Many a times workers are given training on a particular module; later on they are
transferred to other job, which does not have any relation to the training attended
by them. They don’t even get a chance to perform what they have learnt from
previous training program.

12) Training schedules should be prepared according to the availability of candidate.

13) Advance skill program for personnel should be conducted.

14) The concerned faculty should come and understand the working condition and
environment before the program.

15) It must have equal proportion of technical and managerial inputs.

16) More and more outside party and consultants should be invited to improve the
quality of inputs.

17) Program can be made more interesting during the theoretical sessions by
discussions of actual case study
43

3.4 CONCLUSION:

Harita-NTI Ltd. today stands proud as a modern manufacturing company. It is more

than a company; it is an institution concerned with the interest of its all stakeholders as
well as its employees.

The future of an organization largely depends upon its productivity; productivity

depends upon its employees. Thus employees should be trained in best possible way to
increase the productivity. For this purpose Harita-NTI Ltd possesses an effective
training center that takes the responsibility of training the employees. The responsibility
of a training organization does not end at imparting training but also it is extended to the
evaluation of the training program, which is most neglected factor in every
organization. So every organization should conduct the training effectiveness survey
like critical skill mapping each time.

Critical skill mapping helps to indicate the image of management in the mind of
employees as well as their capabilities and attitudes. As it has been found out from the
survey and its analysis that the training program in this department is effective, still
some weaknesses have been discovered for which some suggestions have been given.
But most of the operators demand that they should be given more technical training,
which can be applied in a more practical way in their work. They also demand training
programs from national and international companies. So step should be taken towards it
fulfillment.
One of the reasons for our project was to discover the skills possessed by the operators.
The evaluation of these data would help the company to critically analyze the skills in
their employees and recognize the need of training. Research into all these factors
would provide clues to improve the quality of work

44

Books for reference:

• Research Methodology – C.R.

Kothari

• Research methodology – Uma

Sekaran

• Human resource for

management – David A.Decenzo

Stephen P.Robbins

Website Referred:

• www.google.co.in

• www.projectsparadise.com

• www.citehr.edu
 • www.scribd.com

45

MIXING OF RAW MATERIALS

REVISION QUESTIONS:

1. List out the various types of raw material used.

2. What are the products manufactured?

3. How to find defective raw materials?

4. What is the basic proportion of mixing raw

materials for Ferrous?

5. What is the basic proportion of mixing raw

materials for Non Ferrous?

6. What is the basic proportion of mixing raw

materials for Multi Metal?

7. List out the procedure for mixing of raw materials.

8. If the moisture exists in the raw material what will
you do?

9. If the dust/impurities exist in the raw material, how

to remove the dust and
Impurities.

10. What is the basic proportion of mixing raw

material for clear ferrous?

46

EXTRUSION

REVISION QUESTIONS:

1) List out the extrusion process.

2) Name the machine part of extrusion for cleaning

the dust in raw materials and
also illustrate the procedure for operating it.

3) How will you set the size and thickness?

4) How will you find if there is any defect in output?

5) Illustrate the contents in Production Log Sheet

6) How will you set the temperature for all the

products?

7) If there is a variation in thickness what will be the

reason for it and also state the . solution for the problem

8) If there is the moisture in the material what

problem may occur and what is the
 solution for it.

9) If the bubble is instable what is the reason behind

that and also state the possible
solution for overcoming the problem.

10). If the thickness varies in the product, what is the

cause of the problem and
Suggest solution for resolving the problem.

11) When the production is interrupted by power

failure, what are the immediate
Steps will you take?

12) How will you keep the working place neat and
clean?

13) How will you calculate the output?

14) Is there any training given on safe handling of

machine? If ‘yes’ means list out it.

15) How will you cool the film while blowing?

47

CUTTING AND SEALING

REVISION QUESTIONS:

1) List out the cutting and sealing process.

2) How will you set the strokes and size?

3) If the thickness is __________ how much stroke

will you set?

4) How to set the batch count?

5) If the cutting is improper, what will be the
immediate solution for the problem?

6) Illustrate the contents of log book.

7) List out the 5’s.

8) The problem founded is overheat. How will you

reduce the heat?

9) How to pack the output?

10) Is there any training given on safe handling of

machine? If ‘yes’ means list out
it.

11) For VCI sheet, list out the process in cutting and
sealing.

12) State the maximum width can be set for cutting and
sealing process.

48

PACKAGING

REVISION QUESTIONS:

1) What are the tools involved in packaging?

2) How the box is strapped? State the procedure.

3) List out the contents of packing slip.

4) List out the various dimensions of carton box.

5) State the use of dispenser.