Skill development: a gap analysis

Abstract

The project study entitled Skill Development - A Gap Analysis is conducted at Ordnance Factory Badmal. Ordnance Factory Badmal is an ammunition-producing factory under Ordnance Factory Board, Ministry of Defence. After the budget of Ordnance Factory Board was separated from the Army, its customer, the Armed Forces have become extremely quality conscious and are hard bargainers. The products of Ordnance Factories began to be compared with the imported one. To face this challenge Ordnance factories are taking necessary steps by modernising the plants, upgrading the technology and developing new factories like Ordnance Factory, Badmal, with latest technology and modern plant and equipment. This technological advancement and improved quality requirements have inevitably led to a drive for better performance level and appropriate knowledge and skill for human resources. With the old recruitment system the quality of existing human resource lags this requirement. Hence there exists a gap between the required and existing level of skills. Under these circumstances, it becomes necessary to find out the skill area in a more scientific manner where development is required and correlate this development to the performance of individuals. Hence the main focus of study is to investigate the skills required and gap thereof. The methodology adopted consisted a structured questionnaire, organising face to face interviews and various other data collected from personal and training records. For the study, supervisory levels called charge men of the factory have been selected. After finding out key skill areas skill assessment technique have been adopted. The first round consisted of getting response of influential managerial persons regarding desired levels of skills to achieve objectives of the factory. The second round consisted of interviewing Divisional Officers and Head of the Sections, to find out the available skills and knowledge levels with the charge men working under them. The third round was to get feedback from the charge men themselves regarding their own skills. The data collected were analysed, hypothesis was tested and regression analysis was carried out. The exercise has led to interesting observations as follows: Existing skill levels were less than mean levels of desired skills, hence development is required. Performance of charge men were more affected by qualification and length of service. Training imparted to the employee has got very less influence on performance which calls for attention for the training and development process. Training needs of the employee should be identified based on skill analysis and gaps found. To evaluate effect of training on performance, skill assessment to be carried out periodically. Training on safety is of prime concern for supervisory level as found in the study. Skill gap and skill wise percentage development required has been found out for each charge men included in the study. Skill gap analysis will help in formulating career growth plan for every individual in the factory. On a macro level it will also help to develop a Human Resource Development strategy for the factory.