A SUMMER INTERNSHIP REPORT

ON
ANALYSIS OF SKILL MATRIX OF EMPLOYEES
AT
SUDISA FOUNDRY PRIVATE LIMITED
JAMSHEDPUR
A Report Submitted in partial fulfillment of the Bachelor’s Degree in Business
Administration
(St. Xavier’s College Ranchi)

By

ALBINUS ROBIN

Exam Roll No.: 20PBBA046791 Session: 2020-23

Department of BBA
St. Xavier’s College – 834001
Ranchi

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 ACKNOWLEDGEMENT
The success and final outcome of this project required a lot of guidance and assistance from
many people and I am extremely fortunate to have got all along the completion of the project.
I respect and thank Mr. Jaydeep Sarkar for giving me an opportunity to do the project work in
Sudisa Foundry Pvt Ltd a renowned sector of the Foundry Industries and providing me with all
support and guidance which made me to complete the project on time. I am extremely grateful to
him for providing such a nice support and guidance through he had such a busy schedule.
Special thanks to Mr. Abhijit Dey H.O.D of department of B.B.A, St. Xavier’s College Ranchi
for providing me with an opportunity to do my internship in Sudisa Foundry Pvt Ltd.
I am thankful and fortunate enough to get constant encouragement, support and guidance from
all the employees of Sudisa Foundry Pvt Ltd who helped in successfully completing the project
work. Also, I would like to extend my sincere regard to all the employees of HR Department for
their co-operation.
At last not forgetting my family and friends, who were always beside me all along
completion of my projects.

ALBINUS ROBIN
B.B.A 3rd Year
20PBBA046791

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 CERTIFICATE
This is to certify that ALBINUS ROBIN, Class Roll no – 2162, Exam Roll no –
20PBBA046791, Semester – V has completed the project report on “Analysis of Skill Matrix of
Employees” at Sudisa Foundry Pvt Ltd , Jamshedpur in the partial fulfillment of the
requirement for a degree of Bachelor of Business Administration (BBA).

(Abhijit Dey)

Head of Department

Department of BBA

St. Xavier’s College, Ranchi

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 CERTIFICATE OF APPROVAL

This is to certify that the undersigned have assessed and evaluated the project on “ANALYSIS
OF SKILL MATRIX OF EMPLOYEES OF SUDISA FOUNDRY PVT LTD,
JAMSHEDPUR” submitted by ALBINUS ROBIN of 3rd Year (Semester –V) for the academic
year 2022-2023. This project is original to the best of our knowledge and has been accepted for
Internal Assessment.

Internal Examiner External Examiner

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 DECLARATION

I, ALBINUS ROBIN student of BBA 3 rd Year, Roll No.: 20PBBA046791 hereby declare that the
project titled “ANALYSIS OF SKILL MATRIX OF EMPLOYESS AT SUDISA
FOUNDRY PVT LTD, JAMSHEDPUR’’ submitted by me for Semester – V of the academic
year 2022-23, is based on actual work carried out by me under the guidance and supervision of
JAYDEEP SARKAR Assistant General Manager of Sudisa Foundry Pvt Ltd, Jamshedpur PROF.
ABHIJIT DEY. I further state that this work is original and not submitted anywhere else for any
examination.

(ALBINUS ROBIN)

Name & Signature of student

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 CONTENTS
Content Page No
Index
Executive summary 8
Chapter – 1
Introduction 10-16
1.1 What is skill matrix? 10
1.2 Why does your company need skill matrix? 11
1.3 What are the benefits of skill matrix? 12-14
1.4 Steps of skill matrix 15
1.5 Mistakes to avoid while creating skill matrix 16
Chapter -2
Analysis of Skill Matrix – Sudisa Foundry Pvt Ltd 18-25
Chapter – 3
Sudisa Foundry Pvt Ltd 27-29
3.1 About the Sudisa Foundry 27
3.2 History 27-28
3.3 Mission of Sudisa Foundry Pvt Ltd 28
3.4 Vision of Sudisa Foundry Pvt Ltd 28
3.5 Values of Sudisa Foundry Pvt Ltd 28
3.6 Milestones 28
3.7 Prestigious Clientele of Sudisa Foundry Pvt Ltd 29
Chapter – 4
Research Study 31-33
4.1 What is Research Study? 31
4.2 Objectives of the Study 31
4.3 Scope of the Study 31
4.4 Research Problem 31-32

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 CONTENTS
Content Page No
4.5 Research Design 32
4.6 Data Collection Method 32
4.7 Research Measuring Tool 33
4.8 Research Methology Adopted for the Study 33
4.9 SWOT Analysis 34
Chapter – 5
Data Interpretation and Hypothesis Testing 36-50
5.1 Data Interpretation 36-48
5.2 Hypothesis Testing 49
5.3 Calculation 50
Bibliography 51
Annexure 52-53

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 EXECUTIVE SUMMARY
A skills matrix is a framework used to map employees' skills and their levels. It's a grid that
contains information about available skill and their evaluation. It is used to manage, plan, and
monitor existing and desired skills for a role, team, department, and project. Skills matrices are
essential tools for any company that is driven by data, particularly for the HR department and
project management team leaders. Matrices are ideal for keeping track of your staff’s skills,
qualifications, certifications, and competencies throughout the whole organization.
During my Summer Internship with Sudisa Foundry Pvt Ltd Jamshedpur , which is one of the
largest Foundry in East India , the HR Department’s objective was to rate the skill enhancement
of employees working in the industry using the Skill Matrix. Their idea was to find out how
much training in needed to be given to the employee’s according to the rating given to them in
the skill matrix.
During my one month of internship (01/06/2022 to 30/06/2022) I have worked as a trainee in the
HR Department of Sudisa Foundry Pvt Ltd to assess the importance of skill enhancement and
understand the effect of skill matrix of employees. I fully carried out with the research of
employees before and after their training.

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CHAPTER - 1

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 INTRODUCTION
1.1 What is Skill Matrix?
A skills matrix, typically developed by the hiring team and human resources, is a tool used to
assess an employee's skills and abilities for a particular role or project.

It helps identify the comprehensive skill set, experience level, and general competence required
for a position or a project. Skills matrix can be as simple as a two-dimensional table in Excel or
represented pictorially using Harvey Balls or other visual formats. 

Companies who want to do skill assessment at scale and more effectively can also use a software
platform for evaluating their workforce.

A well-designed skills matrix is valuable for a company as it can help HR managers and L&D
professionals design customized training programs for each employee. It can also reduce
overhead costs and enhance overall employee satisfaction.

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1.2 Why does your company need a skill matrix?

Employee Learning & Development (L&D) is one of the most important activities performed by
HR managers and L&D professionals. Evaluating employee performance and training them on
relevant skills can give businesses a competitive advantage, increase profits, and improve
retention.

As per the LinkedIn Workplace Learning Report 2019, 94% of employees said they would stay
longer if employers invested in their learning and development. The dynamics of hiring, firing,
and work have changed massively since the start of the coronavirus pandemic.

Talent developers use a multi-pronged approach to identify skills gaps within the organization,
including:

SKILL GAPS

INTERNAL SKILLS GAP ASSESMENTS

MONITOR BUSINESS KPIs/KEY METRICS

ETENDING MEETING WITH EXECUTIVES / SENIOR MANAGERS

0% 10% 20% 30% 40% 50% 60% 70% 80%

PERCENT

However, it's not always easy for HR managers and business owners to determine what skills are
needed to prepare their workforce for future projects and challenges. A skills matrix can make
things easier here. The matrix helps HR managers by providing a visual overview of employee
skills. They can use it to identify skills gaps, assign employees to appropriate projects, and
develop training programs.

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1.3 What are the Benefits of Skill Matrix?

Assessing each employee's skills and competencies can become tedious for HR. A skills matrix
allows them to quickly and easily identify skills gaps and determine the best way to fill them. It
also makes it easy to assign employees to appropriate projects based on their abilities.

I. Helps to assess the skills of your employees effectively

A skills matrix makes it easy to identify your employees' skills. You can also see the gaps in
their skills and make the necessary arrangements to fill those gaps. It empowers HR managers to
design customized training programs or arrange on-the-job training. A Skills matrix also saves
time, effort and enhances overall employee satisfaction.It lets you gather information quickly and
easily, reducing overhead costs. HR managers or L&D professionals don't need to follow up with
each worker every few months to check skills gaps if they have used a skills matrix.

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II. Gives organizations a competitive edge

Skills matrices make it effortless to identify the required skills for a particular project or
role. You can then make the necessary arrangements to fill those skills gaps before your
competition does. Doing this can give your company a competitive advantage because you are
ready with the required skills to execute projects flawlessly. The skills matrix also helps attract
top-notch professionals to a company. Job aspirants know that they will have access to relevant
skills training and career growth opportunities if they join your firm.

III. Helps to create customized and effective learning plans for employees

A skills matrix can be a precious tool for HR managers and L&D professionals. When multiple
skills are crucial for an organization's success, they must be identified and mapped with
competent employees. The skills matrix makes it simple to identify the employees who need the
training to develop specific skills. You can then design effective learning plans to help
employees quickly improve their skills. Implementing this practice can lead to a reduction in
training costs.Setting up training that aligns with an employee's strengths and interests can
benefit the organization because happy employees are more productive. They give their best
when they enjoy what they do.

IV. Tracks skills across different departments

The skills and interests of employees change as they move from one job to another or switch
departments. Jobs that might have been relevant in the past might not be relevant now, and skills
that were not required before may become necessary for executing a particular project. A
regularly updated skills matrix helps track the skills and capabilities of employees across
different departments within the company. The matrix will help decision-makers and staffing
managers effectively assign projects for specific roles based on employees' abilities, aspirations,
and competencies. Having skills mapped out can save your organization time, money, and
resources otherwise wasted on additional training.

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V. Gives employees an overview of their responsibilities

When team members can see the skills required to complete a project successfully, they can
direct their efforts based on the employer's expectations. The right direction becomes crucial
when different teams work on the same project. It also becomes easier for employees to identify
skills gaps and bridge them. When they know the skills required for their role, they can attend
relevant training and enhance their contribution to future projects. A skills matrix can act as a
valuable career planning tool as well. Employees can use it to assess their skills and interests and
identify the areas they need to work on to succeed in their careers. 

VI. Helps employees identify their strengths and weaknesses

Employees can use the skills matrix to identify their strengths and weaknesses. This information
can help them choose projects and roles that align with their skills while simultaneously
improving their weaknesses. When employees know their skills and strengths, they can be more
efficient and effective. A skills matrix can be a valuable tool for team building. By understanding
the skills of team members, it becomes easier to identify areas that need collective improvement.
This information can help team members collaborate better and work more effectively together.

VII. Improves internal mobility within the organization

Internal mobility refers to the movement of employees within the organization. A skills matrix
can enable companies to hire internal employees rather than looking for the right candidate
outside the organization. It can also help managers identify skills gaps within teams and fill them
with other internal employees with relevant skills. When skills are mapped out, it becomes easier
for employees to move across departments or projects seamlessly. Not only does this take less
time than looking for skills outside the organization, but it also takes less money. Decreasing the
skills gap between employees and skills required for completing projects can reduce time to
completion and costs associated with training.

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1.4 Steps of Skill Matrix

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1.5 Mistakes to avoid while creating skill matrix

If you're in the process of creating a skills matrix for your organization, there are several
mistakes to avoid. A skills matrix is an essential component of any recruitment strategy, and it
helps you identify the skill sets you need and the people who possess them. However, if you
create it improperly, it can make your hiring process more difficult and ineffective. Here are
some common mistakes to avoid while creating a skills matrix.

I. Do not create a skills matrix without first assessing the skills required for a successful
project, which will ensure that your approach is complete - taking in both employee and
company perspectives
II. Do not forget to include skills essential for success in each role.
III. Do not forget to map skills to team members and roles accordingly. This will ensure the
accuracy of the skills matrix.
IV. Do not underestimate the benefits of creating a skills matrix for your employees. From
finding internal employees who can fill skills gaps to identifying skills training needs,
skills matrices can help you recruit and retain the right talent for your organization.

Creating a skills matrix for your organization can be beneficial in many ways. You can ensure
that your skills matrix is accurate and relevant by avoiding these common mistakes. It will be
effective in helping you recruit and retain the right talent for your organization.

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CHAPTER – 2

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 FACTORS TO BE STUDIED UNDER
ANALYSIS OF SKILL MATRIX – SUDISA FOUNDRY PVT LTD
Founded in 2004, Sudisa Foundry, a family-owned business, is one of the leading foundries in
the Eastern region of the country today. With superior engineering capabilities and unmatched
quality that second to none, Sudisa caters to the needs of varied industries which include,
Automobiles, Pipe Fittings, Railways, Earth Movers, and more.
Foundries are integral part of the history of mankind. Foundries have been known for thousands
of years. Founding is the simplest of all metallurgical processes and one of the oldest of all
industries. Two main procedures are carried out in a foundry: sand moulding and metal casting.
The main factor of Skill Matrix in the Sudisa Foundry is the training process framework model
which defines the processes associated with managing an organization. Employees who
participate in internal training build their skills, stay up to date with industry changes and build
relationships with other employees because these aspects make the employees productive. The
Skill Matrix of the Sudisa Foundry provides in helping to know about how much Internal
training is needed to employers with an opportunity to build a foundation for the organizational
directions, establish expectations and deliver practices. Employees benefit the organization from
the internal training because having the necessary tools to be successful makes them more
productive.
Skill matrix of the Sudisa Foundry helps in Internal training of the employees which can led by
high – performing employees, managers or human resource professionals. The result is an
employee base that remains loyal and committed to improvement both individually and as a
whole. Internal training for employees produces high performing teams. Topics such as
communication, conflict and problem solving can all be tackled with active learning that engages
teams or groups. Internal training also helps employees get to know more about on another
bonds. The training framework is a primary advantage which effectively distributes range of new
knowledge and skills to significant number of employees.

*Picture for reference

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The Skill Matrix of the Sudisa Foundry Pvt Ltd in the all the departments contains the following
awareness in their sub departments and according to the rating given to the employees the
training is needed to every employee in the specific months they have been allotted. The Sub
Departments are as follows:
I. Awareness of PPE’s
II.1s, 2s, 3s, 4s, 5s
III. Team work and Team Building
IV. Suggestions and Kaizen
V. Safety Management and Mock Drill
VI. Quality Policy and Objective
VII. Operating of Shot Blasting Machine
VIII. All Grinding Operation
IX. Quality Checking
X. Painting
XI. Incoming Counting and Checking
XII. Outgoing and Checking
The Sudisa Foundry Pvt Ltd provides you with the right training and development opportunities
and all these are possible the skill matrix provided/made by the industry.

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The Skill Matrix of Sudisa Foundry Pvt Ltd shows the actual skill level and the required skill
level of the employees and in which month they are going for training to fulfill their skill needs
in different categories of the departments they are working in. Followung below is Skill Matrix
in the Department of FETTLING PLANT of Sudisa Foundry Pvt Ltd before Training and
Development of employees.

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Page | 21
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 Following below is Skill Matrix in the Department of FETTLING PLANT of Sudisa Foundry
Pvt Ltd after Training and Development of employees.

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CHAPTER – 3

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 SUDISA FOUNDRY PVT LTD

3.1 About the Sudisa Foundry

Founded in 2004, Sudisa Foundry, a family-owned business, is one of the leading foundries in
the Eastern region of the country today. With superior engineering capabilities and unmatched
quality that second to none, Sudisa caters to the needs of varied industries which include,
Automobiles, Pipe Fittings, Railways, Earth Movers, and more.

3.2 History

The history of Sudisa recounts the life's work of its founder and attests to his core value -
"Striving to build and maintain a strong company by supplying our customers with quality
products and excellent service". Providing quality products and excellent services to customers
for nearly 15 years has helped the business grow exponentially ever since inception. Sudisa
Foundry takes pride in its commitment to its mission of delivering quality work and recognizes
that continued success must be earned through the consistent improvement of its unparalleled
products and excellent service.

We produce high precision Grey and Ductile Iron Components and have a wide range of
products up to 150 kg catering to a variety of industries.

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3.3 Mission of Sudisa Foundry Pvt Ltd

❝Our Mission is to establish ourselves as most preferred partner across industry in terms of
Quality, Cost and Speed.❞

3.4 Vision of Sudisa Foundry Pvt Ltd

❝Our Vision is to be one of the leading Casting Solution provider.❞

3.5 Values of Sudisa Foundry Pvt Ltd

❝Integrity, Customer Focus, Excellence, Accountability, Innovation and Social responsibility.❞

3.6 Milestones
Over the last 15 years, one thing that has remained constant in Sudisa Foundry is change. The
company has always transformed as an organization embracing change to cater to the growing
demand of innovation in the industry. Given below are some of the game changing moments in
our growth story.

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3.7 Prestigious Clientele of Sudisa Foundry Pvt Ltd

i. Ramkrishna Forgings Limited

ii. MCF : Modern Coach Factory
iii. ICF : Integral Coach Factory
iv. Indian Railways
v. Sonalika International
vi. Ashok Leyland
vii. Tata Motors
viii. Automotive Axles Limited

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CHAPTER – 4

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 RESEARCH STUDY
4.1 What is Research Study?
Research is the careful consideration of study regarding a particular concern or problem using
scientific methods. It involves the collection, organization and analysis of evidence to increase
understanding of a topic, characterized by a particular attentiveness to controlling sources of bias
and error. These activities are characterized by to accounting and controlling for biases in t. A
research project may be an expansion on past work in the field. To test the validity of
instruments, procedures, or experiments, research may replicate elements of prior projects or the
project as a whole.

4.2 Objectives of the Study

The objective of the study is to solve the research problem systematically by gathering data, use
of statistical techniques, interpretentions and drawing conclusions about the research data. It is
the blueprint, which is followed to complete the study.
Here , the study was undertaken to know thr impact of the skill matrix of employees of Sudisa
Foundry Pvt Ltd before and after their Training and Development and what are the challenges
and problems faced by the organization and the employees during the skill enhancement.
The certain objectives behind this project is as follows:
i. To understand the method of skill matrix of the employees.
ii. To know the skill level of various employees.
iii. To study the functioning of skill matrix.
iv. To identify the skill level of various employees and rate accordingly to update prior skill level
of the employees.

4.3 Scope of the Study

The scope of the study was to survey the employees through the skill matrix of the organization
through the questioner in order to now their perspective about their skill level followed by the
organization – weather the skill matrix presented a positive or negative impact on the skill
enhancement of the employees.
4.4 Research Problem
Every Research is done with the purpose of solving a problem.
Here, the study was undertaken in order to do a research on the skill level of employees in the
Fettling Plant of the organization in order to identify weather the impact of the procedure of the
skill matrix was positive or a negative.

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This survey will help the management to analyze the actual and required skills before and after
the training and development process of the employees followed in order to provide an effective
workforce in the fettling plant of the organization.

4.5 Research Design

Research design is one of the most important steps in research. It is a comprehensive plan of the
sequence of operations that a researcher intends to carry out to achieve the objectives of research
study.
Here, the research design used for the study is Quantitative Research Design.

4.6 Data Collection Methods

Data collection is a process of collecting information from all the relevant sources to find out
answers to the research problem, test the hypothesis and evaluate the outcomes. There are two
methods of collecting data.
They are as follows-
i. Primary Data: Primary data is the kind of data that is collected directly from the data source. It
is the data which is originated for the first time by the researcher through direct efforts and
experience, specifically for the purpose of addressing his research problem. It is also known as
the first hand or raw data.
The data can be collected through various methods like surveys, observations, physical testing.
Mailed questionnaires, questionnaire filled and sent by enumerators, personal interviews,
telephonic interviews, focus groups, case studies, etc.
Here, the primary data was collected through survey method by distributing questionnaires to the
employees of the organization. The questionnaires were carefully designed by taking into
account the parameters of the study.
ii. Secondary Data: Secondary data implies the second-hand information which is already been
collected and recorded in the past by someone else but made available for others to use.
It is a readily available form of data collected from various sources like censuses, government
publications, and internal records of the organization, reports, books, magazines, journal articles,
and websites and so on.
Here, the secondary data was collected from websites, going through the records of the
organization, etc.

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4.7 Research Measuring Tools
Research measurement tools are the instruments used by the researchers to aid in the assessment
or evaluation of subjects or problems. The instruments are used to measure or collect data on a
variety of variables ranging from physical functioning to psychosocial wellbeing.
Types of measurement tools include scales, indexes, surveys, interviews, and informal
observations.
Here, the research measuring tool used for the study was a Survey and the Informal
Observation .Survey was conducted by distributing questionnaires to the employees of the
organization.

4.8 Research Methodology Adopted For the Study

The methodology used in project report is Simple Random Sampling.
Simple Random Sampling aims to accurately and systematically describe a population, situation
or a phenomenon. It can answer what where, when and how questions, but not why questions.
i. Sample Size
The size of the sample is 30 employees working at Fettling Plant of Sudisa Foundry Pvt Ltd,
Jamshedpur.
ii. Data Processing
Data is processed through Data Interpretation and Data Analysis.
iii. Statistical Techniques for Analysis
The statistical technique used for analysis is z-test.
iv. Target Group
The target group in the research, is the employees working at operator level in the Fettling Plant
of Sudisa Foundry Pvt Ltd, Jamshedpur, Which has 90 employees.
v. Type of Report
The report is a Technical report includes the sources of data, research procedure, tools used for
gathering data, data analysis methods used, appendix, conclusions and detailed recommendations
with respect to specific findings.

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4.9 SWOT Analysis
SWOT (strengths, weaknesses, opportunities, and threats) analysis is a framework used to
evaluate a company's competitive position and to develop strategic planning. SWOT analysis
assesses internal and external factors, as well as current and future potential.

STRENGTHS
 What are you good at in your work area?
 What advantages do you have over other colleagues?
 What does your team lead/manager say about your strengths?

WEAKNESS
 What skills do you struggle with?
 What areas do you need to improve upon in your work area?
 What does your team lead/manager say about your weakness?

OPPURTUNITIES
 Is there an undeveloped area that you can tap into?
 Do you have contacts in your network who can assist you?
 Is there a project you can assist with that will help you develop needed skills?

THREATS
 Is there any risk of your weakness becoming threats?
 Are there any external changes beyond your control that could be a threat?

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CHAPTER 5

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5.1 Data Interpretation
i. Awareness of PPE was there before the process?
RESPONDANT – 30

47% NO
53% YES

Data Analysis
47% yes
53% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that the awareness of
PPE was less than 50%.

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ii. Did you knew about 1s, 2s, 3s, 4s, and 5s?
RESPONDANT – 30

33%

NO
YES

67%

Data Analysis
33% yes
67% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that less people knew
about 1s, 2s, 3s, 4s, and 5s.

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iii. Team building and Team management was there in the company?
RESPONDANT – 30

20%

NO
YES

80%

Data Analysis
20% yes
80% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that impact of team
building and team management was less among the people.

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iv. Is giving suggestions and kaizan followed in the company?
RESPONDANT – 30

37%

NO
YES

63%

Data Analysis
37% yes
63% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that less than 50% can
suggest and kaizan in the company.

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v. Did the safety management drill and mock drill helped?
RESPONDANT – 30

NO
50% 50%
YES

Data Analysis
50% yes
50% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that there was neutral
impact of safety management drill and mock drill.

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vi. Are you satisfied with the quality policy and objective of the company?
RESPONDANT – 30

27%

NO
YES

73%

Data Analysis
73% yes
27% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that more than 50%
people are satisfied with the quality policy and the objective of the company.

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vii. Did you knew about operation of shot blasting machine?
RESPONDANT – 30

43%
NO
YES
57%

Data Analysis
57% yes
43% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that more than 50%
people knew about operation of shot blasting machine.

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viii. Did you knew about all grinding operation?
RESPONDANT – 30

47% NO
53% YES

Data Analysis
47% yes
53% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that less than 50%
people knew about grinding operation.

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ix. Is quality of checking good?
RESPONDANT – 30

20%

NO
YES

80%

Data Analysis
80% yes
20% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that there is a positive
impact of checking quality.

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x. Are you aware of painting?
RESPONDANT – 30

43%
NO
YES
57%

Data Analysis
57% yes
43% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that more than 50%
people knew about painting.

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xi. Are you skilled in incoming check and counting?
RESPONDANT – 30

30%

NO
YES

70%

Data Analysis
70% yes
30% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that more than 50% are
skilled in incoming check and counting.

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xii. Are you skilled in outgoing check?
RESPONDANT – 30

43%
NO
YES
57%

Data Analysis
57% yes
43% no

Data interpretation
By analyzing the response to this question I as a researcher can interpret that more than 50%
people are skilled in outgoing check.

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 Impact on skills of employees using the skill matrix

48% NEGATIVE IMPACT

52% POSITIVE IMPACT

Data Interpretation
From the above data collected through the Questionnaire from 30 respondants , we get that the
52% of employees had a positive impact on their skill in Sudisa Foundry Pvt Ltd.
Conclusion
I as a researcher would conclude that since more than 50% employee had a positive impact on
skills using skill matrix in Sudisa Foundry Pvt Ltd therefore the management should increase in
their production and also increase the use of skill matrix which shows the skill level of
employees before and after using the skill matrix.
Suggestion
I as a researcher from analyzing the data would suggest that the using of skill matrix should
increase for each employee in every department to know and work upon their skills so that the
future production of the industry is stable.

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∑X=

5.2 Hypothesis Testing

H o There was not a positive impact on skills of the employees with the skill matrix.

H 1 There was a positive impact on skills of the employees with the skill matrix.

RESPONDANT Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q1 Q12 X (X- X (X-

1 ) X¿
2

1 0 0 0 1 1 1 1 0 1 1 1 1 8 1.77 3.13
2 1 0 0 0 0 0 0 1 1 1 1 1 6 -0.23 0.05
3 0 0 0 0 1 1 1 1 1 1 1 1 8 1.77 3.13
4 1 1 0 0 0 1 1 0 0 1 1 1 7 0.77 0.59
5 0 0 0 0 0 1 0 1 1 0 1 0 4 -2.23 4.97
6 1 0 0 1 1 1 0 0 1 1 1 1 8 1.77 3.13
7 1 1 0 0 1 1 1 1 0 0 1 0 7 0.77 0.59
8 0 0 0 0 1 0 0 0 1 1 0 0 3 -3.23 10.43
9 1 1 1 0 0 1 1 1 1 1 1 1 10 3.77 14.21
10 1 0 0 1 0 1 0 1 1 0 1 0 6 -0.23 0.05
11 0 0 0 0 0 0 1 0 1 0 1 0 3 -3.23 10.43
12 0 0 0 0 1 1 0 0 1 0 1 0 4 -2.23 4.97
13 0 1 0 1 1 1 0 1 1 1 0 0 7 0.77 0.59
14 1 1 1 0 0 1 1 1 1 1 1 1 10 3.77 14.21
15 0 1 0 0 0 1 0 1 1 0 0 0 4 -2.23 4.97
16 1 0 0 0 1 0 1 0 1 0 0 0 4 -2.23 4.97
17 0 0 0 1 1 1 0 0 1 0 0 1 5 -1.23 1.51
18 0 0 1 1 1 1 1 0 0 0 1 0 6 -0.23 0.05
19 1 0 1 0 0 1 1 1 0 1 0 1 7 0.77 0.59
20 0 0 0 1 1 1 1 0 1 1 1 1 8 1.77 3.13
21 1 0 0 0 0 0 0 1 1 1 1 1 6 -0.23 0.05
22 1 1 1 0 0 1 1 0 1 1 1 1 9 2.77 7.76
23 0 0 1 0 0 0 1 0 1 0 0 1 4 -2.23 4.97
24 1 0 0 0 1 0 1 0 1 0 0 0 4 -2.23 4.97
25 0 0 0 1 1 0 1 1 0 1 0 1 6 -0.23 0.05
26 0 1 0 1 1 1 1 0 1 1 1 1 9 2.77 7.76
27 1 1 0 0 0 1 1 0 0 1 1 1 7 0.77 0.59
28 0 1 0 1 0 1 0 1 1 0 1 0 6 -0.23 0.05
29 0 0 0 0 0 1 0 1 1 0 1 0 4 -2.23 4.97
30 1 0 0 1 1 1 0 0 1 1 1 1 7 0.77 0.59
TOTAL 14 10 6 11 15 22 17 14 24 17 21 17 18 0.1 117.46
7

YES = 1 ∑X=187
NO = 0 ∑(X- X ) = 0.1 ∑(X- X ¿2 = 117.46

Page | 49
5.3 Calculation
Mean = ∑X/n
∑X= 187
n = 30
Therefore, Mean = 6.23
Standard Deviation = √∑(X- X ¿2 /√n-1
I.e. √117.46/√29 = 2.01
Therefore, Standard Deviation = 2.01

Since the sample size is 30.

Hypothesis test can be conducted by using z-test.

Z= 6.23 – 2.07 = 11.55

2.01/√30

Now the degree of freedom (n-1) = 30-1 = 29

Taking level of significance 5% i.e. 0.05 using z-table, the table value we get is 1.96.
Since, the calculated value is more than the table value, therefore the null hypothesis is rejected
and the alternative hypothesis is accepted.

BIBLIOGRAPHY

Page | 50
https://www.google.com/search?q=skill+matrix+format&tbm=isch&chips=q:skill+matrix+formf
https://www.ein.org.pl/ein/sites/default/files/2018-03-19.pdf
https://www.qualtrics.com/au/experience-management/research/simple-random-sampling/
https://savvy.ua/2021/10/13/competency-matrix-swot-analysis/
https://www.sudisa.in/Company.php
https://www.sudisa.in/Company.php#Mission_Vision_Values
https://www.sudisa.in/Company.php#Milestones
https://www.sudisa.in/Company.php#Clientele
https://www.sudisa.in/Careers.php
https://www.personio.com/hr-lexicon/skills-matrix/
https://www.questionpro.com/blog/what-is-research/

Page | 51
 ANNEXURES

i. Awareness of PPE was there before the process?

Yes

No

ii. Did you knew about 1s, 2s, 3s, 4s, and 5s?
Yes

No

iii. Team building and Team management was there in the company?
Yes

No

iv. Is giving suggestions and kaizan followed in the company?

Yes

No

v. Did the safety management drill and mock drill helped?

Yes

No

vi. Are you satisfied with the quality policy and objective of the company?
Yes

No

Page | 52
vii. Did you knew about operation of shot blasting machine?
Yes

No

viii. Did you knew about all grinding operation?

Yes

No
ix. Is quality of checking good?
Yes

No

x. Are you aware of painting?

Yes

No

xi. Are you skilled in incoming check and counting?

Yes

No

xii. Are you skilled in outgoing check?

Yes

No

Page | 53