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35 A \par\pard\par\pard\ql Project Report On \par\pard\par\pard\ql Competency Ma pping and Knowledge Management in \par Krishak Bharati Co-Operative Ltd. HAZIRA \par\pard\par\pard\ql \ul0\nosupersub\cf3\f4\fs35 PREPARED BY:\par\pard\par\par d\ql \ul0\nosupersub\cf4\f5\fs31 JIGNESH R LUHARIYA \par\pard\par\pard\ql \ul0\n osupersub\cf3\f4\fs35 SUBMITTED TO:\par\pard\par\pard\ql \ul0\nosupersub\cf5\f6\ fs31 Shree Samanvay Institute Of MBA, BOTAD \par Bhavnagar University \pa r\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 - 1 \par\pard\par\pard\ql \ul0\no supersub\cf5\f6\fs31 DECLARATION \par\pard\par\pard\qj \ul0\nosupersub\cf6\f7\f s23 I \ul0\nosupersub\cf1\f2\fs23 undersigned Mr. JIGNESH R LUHARIYA a student o f MBA-II semester, \ul0\nosupersub\cf7\f8\fs23 Shree Samanvay Institute Of MBA, BOTAD Bhavnagar University\ul0\nosupersub\cf8\f9\fs23 \ul0\nosupersub\cf1\f2\fs 23 admit that this project report with \u8220?KRISHAK BHARTI CO-OPERETIVE LTD\u8 221? is the result of our study which carried out during 04 May to 13 June, 2009 and has not been previously submitted to any other university or institute for any other examination and for any other purpose by any other person. \par\pard\p ar\pard\ql \ul0\nosupersub\cf4\f5\fs31 Place: Surat \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf4\f5\fs31 Date: 13.6.2009}\cell{\ul0\n osupersub\cf4\f5\fs31 JIGNESH R LUHARIYA}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 - 2 \par\pard\par\pard\ql \ul 0\nosupersub\cf5\f6\fs31 ACKNOWLEDGEMENT \par\pard\par\pard\qj \ul0\nosupersub\ cf1\f2\fs23 I am glad to express my profound sentiments of gratitude to all who rendered their valuable help for the successful completion of this project repor t titled, \u8220?\ul0\nosupersub\cf7\f8\fs23 A Project Report On Competency Mapp ing and Knowledge Management\ul0\nosupersub\cf1\f2\fs23 .\u8221? \par\pard\par\p ard\qj I record my deep sense of gratitude to Mr. N K Sahoo (Chief Mgr.-HR) who had given me a chance to do a project under this roof of KRIBHCO and given opportunity to work under his guidance. \par\pard\par\pard\ql I would also lik e to thank sincerely from the deep of my heart to all those persons who constant ly guided me and gave me the practical knowledge and materials of the subject. \ par\pard\par\pard\ql I would finally like to thank all employees of KRIBHCO f or their kind cooperation, guidance and support which lead us to right direction of our research. \par\pard\par\pard\qj My genuine sense of gratitude go es to my university that gave me a chance to brighten my academic qualification that provided me this opportunity to have a practical knowledge of relevant fiel ds. \par\pard\par\pard\ql - 3 \par\pard\par\pard\ql \ul0\nosupersub\cf5\f6\fs31 PREFACE \par\pard\par\pard\qj \ul0\nosupersub\cf1\f2\fs23 The MBA training of the \ul0\nosupersub\cf7\f8\fs23 Shree Samanvay Institute Of MBA, BOTAD Bhavnagar University\ul0\nosupersub\cf1\f2\fs23 , Bhavnagar provides the Students an oppo rtunity to have and insight of any large scale unit so that we get the exposure to an Actual managerial environment of company. I am lucky to have vocational tr aining in a company like KRIBHCO Ltd which is considered to be one of the \u8220 ?largest fertilizer establishments\u8221? in India. \par\pard\par\pard\qj During this period, I had an overview of the human resource department within wh ich I could make a detailed study of all the section which comes under the roof of human resource management in KRIBHCO. This training will help me to correlate theoretical knowledge and its practical applications. It was a thrilling experi ence while studying working of KRIBHCO and understanding it. This programme has led me to realize the contribution of KRIBHCO to the Fertilizer Industry of Indi a. \par\pard\par\pard\ql I am grateful to all the employees of KRIBHCO fo r their cooperation and interest in my project without which it could not have b een possible to go ahead with my project. \par\pard\par\pard\ql With due honor, I present this project which consists of a brief study of KRIBHCO Ltd. \par\pard \par\pard\ql \ul0\nosupersub\cf8\f9\fs23 JIGNESH R LUHARIYA \par\pard\par\pard\q l MBA (First year) \par\pard\par\pard\ql SHREE SAMANVAY INSTITUTE OF MBA BHAVNAG

AR UNIVERSITY \par\pard\par\pard\ql BOTAD \par\pard\par\pard\ql \ul0\nosupersub\ cf1\f2\fs23 - 4 \par\pard\par\pard\ql \ul0\nosupersub\cf5\f6\fs31 EXECUTIVE SUMM ARY \par\pard\par\pard\qj \ul0\nosupersub\cf1\f2\fs23 Success of any organ ization depends largely on its competent employees and the extent to which the knowledge is shared in that organization. Competency Mapping is a process through which one assesses and determines one\u8217?s strengths as an individual worker ad in some cases as a part of an organization where as Knowledge acquisi tion involves complex cognitive processes: perception, learning, communication, association and reasoning. Hence, competency mapping and management of knowledge and its resources play a significant role in growth and development of the orga nization.\ul0\nosupersub\cf7\f8\fs23 \ul0\nosupersub\cf1\f2\fs23 Knowledge Mana gement ('KM') comprises a range of practices used by organizations to identify, create, represent, and distribute knowledge. It is divided into stages like acqu iring knowledge, sharing, storing and leveraging the knowledge both at personal level as well as professional level. \par\pard\par\pard\qj Competency mapp ing examines two areas: emotional intelligence quotient(EQ),and strengths of the individual in Areas like team structure, leadership, and decis ion-making. Knowledge management refers to all systematic activities for creatio n and sharing of knowledge so that knowledge can be used for the success of the organization. KM processes provide a framework for connecting people to people a nd people to information, to develop and share distilled learning and best pract ices. \par\pard\par\pard\qj This report is an attempt to check the competenc y level and study the status of the Knowledge management in this organizatio n. The report starts with Introduction of the Company, its achievements and then elaborates the concept of competency mapping and Knowledge Ma nagement; in KRIBHCO, and data analysis and interpretation on the basis of per ception of employees. \par\pard\par\pard\ql - 5 \par\pard\par\pard\ql \ul0\nosup ersub\cf5\f6\fs31 CONTENTS \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf13\f14\fs23 Declaration}\cell{\ul0\nos upersub\cf13\f14\fs23 2}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf14\f15\fs23 A\ul0\nosupersub\cf13\f14\ fs23 cknowledgement}\cell{\ul0\nosupersub\cf13\f14\fs23 3}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf13\f14\fs23 Preface}\cell{\ul0\nosuper sub\cf13\f14\fs23 4}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf13\f14\fs23 Executive Summary}\cell{\u l0\nosupersub\cf13\f14\fs23 5}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 Company Profile}\cell{\ul0\n osupersub\cf7\f8\fs23 7}\cell {\trowd\trautofit1\intbl

\cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 1.}\cell{\ul0\nosupersub\cf7 \f8\fs23 Competency Mapping}\cell{\ul0\nosupersub\cf7\f8\fs23 21}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 2.}\cell{\ul0\nosupersub\cf7 \f8\fs23 An Introduction to Knowledge Management}\cell{\ul0\nosupersub\cf7\f8\fs 23 27}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 3.}\cell{\ul0\nosupersub\cf7 \f8\fs23 Knowledge Management}\cell{\ul0\nosupersub\cf7\f8\fs23 29}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 4.}\cell{\ul0\nosupersub\cf7 \f8\fs23 Knowledge Management Roles and Organizational Structure}\cell{\ul0\nosu persub\cf7\f8\fs23 34}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 5.}\cell{\ul0\nosupersub\cf7 \f8\fs23 Why Knowledge Management}\cell{\ul0\nosupersub\cf7\f8\fs23 39}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 6.}\cell{\ul0\nosupersub\cf7 \f8\fs23 An Overview of Knowledge Process}\cell{\ul0\nosupersub\cf7\f8\fs23 40}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 7.}\cell{\ul0\nosupersub\cf7 \f8\fs23 Barriers for implementing Knowledge Management}\cell{\ul0\nosupersub\cf 7\f8\fs23 41}\cell

{\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 8.}\cell{\ul0\nosupersub\cf7 \f8\fs23 Challenges for HR Professionals in Knowledge Industry}\cell{\ul0\nosupe rsub\cf7\f8\fs23 43}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 9.}\cell{\ul0\nosupersub\cf7 \f8\fs23 Research Methodology}\cell{\ul0\nosupersub\cf7\f8\fs23 47}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 10.}\cell{\ul0\nosupersub\cf 7\f8\fs23 Data Analysis and Interpretation}\cell{\ul0\nosupersub\cf7\f8\fs23 49} \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 11.}\cell{\ul0\nosupersub\cf 7\f8\fs23 Questionnaire}\cell{\ul0\nosupersub\cf7\f8\fs23 78}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 12.}\cell{\ul0\nosupersub\cf 7\f8\fs23 Research Findings}\cell{\ul0\nosupersub\cf7\f8\fs23 84}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 13.}\cell{\ul0\nosupersub\cf 7\f8\fs23 Suggestions}\cell{\ul0\nosupersub\cf7\f8\fs23 86}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 14.}\cell{\ul0\nosupersub\cf 7\f8\fs23 Conclusion}\cell{\ul0\nosupersub\cf7\f8\fs23 87}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880

\cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 - 6 \par\pard\par\pard\par\pa rd\ql \ul0\nosupersub\cf12\f13\fs38 Introduction to Fertilizer \par Industry \par\pard\par\pard\qr \ul0\nosupersub\cf1\f2\fs23 India lives in villages\u8 221? said Mahatma Gandhi decades ago. It is true even today. Like every developing economy, the economy of India is also agro-based. Agriculture acco unts for nearly 1/4\ul0\nosupersub\cf15\f16\fs18 th\ul0\nosupersub\cf1\f2\fs23 of India's GDP and more importantly, about 2/3\ul0\nosupersub\cf15\f16\fs18 rd \ul0\nosupersub\cf1\f2\fs23 of the country's population is dependent on agricu lture and allied activities for their livelihood. As per statistics nearly 175 lakh MT of fertilizer nutrients are required every year in this country. \par\ pard\par\pard\ql The demand of fertilizers was so high that India had to import almost 30% of its requirement from other countries. Therefore, to achieve the ec onomic growth, agriculture base of the country must be strengthened. To attain t his objective, agriculture practices have to be improved from their traditional pattern to a higher technological track involving better irrigation and use of b etter quality seeds, fertilizers, insecticides & pesticides. Therefore, chemical fertilizers are key player in this process and fertilizer industries plays quite a major role in increasing food production in the country and also h elps to modernize the out look of the common farmers and make them innovative an d respective to the new technology change. \par\pard\par\pard A fertilizer is any material, organic, inorganic, natural or synthetic, that is placed on or inc orporated into the soil to supply plants with one or more of the chemicals eleme nts necessary for normal growth. Fertilizer is the material, which supplies the chemicals elements required for plant growth. Primary nutrients like nitrogen, p hosphates and potassium (required for fertilizer land) are supplied through chem ical fertilizer. Fertilizer response studies have proved that one kg. of fertili zer nutrient application can the food grain production by 8-10 kg. \par Fertiliz er production is of permanent importance for this country because ferti lizer increases agriculture productivity. One hand population increasing but on the other the supply of \par\pard\par\pard\ql - 7 \par\pard\par\pard\ul0\nosuper sub\cf1\f2\fs23 land is totally fixed. So we have to produce more without any in crease in arable land area. This can be done if productivity goes up. And fertil izer plays a major role in productivity escalation. \par As this is a vit al commodity it is in the interest of nation that farmers get fertilizers at rea sonable rate and in adequate quantity. Looking to the poor economic condition of Indian farmers Government of India framed fertilizer policy in 1977 based on M aratha committee report. The purpose behind introducing this policy was to suppl y fertilizer to resource poor at a price they could afford, so as to incr ease the consumption of fertilizer, to increase food production, and ensu re fair return to fertilizer producers. \par\pard\par\pard\qj With this twin o bjective, Retention Price Scheme (RPS) for fertilizers came into picture. In thi s scheme government has brought the fertilizer under the preview of Essential Co mmodities Act (ECA) in which the retail price of fertilizer to the farmer is not ified by the Government of India from time to time. This retail price to the far mer is uniform throughout the country and is subject to local taxes applicable u nder the respective States. \par\pard\par\pard\qj Further under ECA, the g overnment also operates a system of distribution control in which the manufactur ers including the handling agents for the imported fertilizers are directed to s ell specified quantities of fertilizers in given states/union territorie s. While doing so, the logistics of fertilizer distribution including storag e, transportation, handling etc. are also suitably regulated conforming to overa ll supply plans of the government to meet the requirement in all the parts of th e Country. \par\pard\par\pard\qj Now manufacturers also should get r easonable rate of return as all incentive for producing fertilizers. Manu facturers should get at least that much, which call enable them to remain in the industry. \par\pard\par\pard Government of India fixes the price of fertilize

rs in such a way that manufacturer's cost of production including cost of market ing is covered and the manufacturer gets a 12% post tax return on net worth of the unit at a pre-defined capacity utilization. Norms are fixed for consumption of raw material, utilities, services, capacity utilization, deprecia tion etc. The price so fixed is called Retention Price (RP). This price is revie wed every three years. \par In a nutshell fertilizers can not be sold in ope n markets and producing unit has almost nil say in fixing fertilizer price. Then how to increase profits? By operating plant efficiently only. \par\pard\par\par d\ql - 8 \par\pard\par\pard\qj \ul0\nosupersub\cf1\f2\fs23 The work of administ ering the Retention Price Scheme (RPS) is entrusted to Fertilizer Industry Co-or dination Committee (FICC) which works under the control of department of chemic als and fertilizers. \par\pard\par\pard\ql \ul0\nosupersub\cf16\f17\fs27 Growth of Fertilizer Industry \par\pard\par\pard \ul0\nosupersub\cf1\f2\fs23 One of the most significant achievement of the post Independence period of our count ry has been the ability to achieve self-sufficiency in food grain production. Th is achievement is due to the rapid growth and improvement of Fertilizer industry . The Fertilizer industry is growing at the rate of 4% for the last 10 years and has been contributing a significant part of G.D.P. \par The growth and i mportance of Fertilizer industry in India can be divided in to three distinct ph ases, these are given below. \par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 1 .\ul0\nosupersub\cf8\f9\fs23 \ul0\nosupersub\cf7\f8\fs23 Pro Green Revolution Period: \par\pard\par\pard\qj \ul0\nosupersub\cf1\f2\fs23 This period is descr ibed in 1952-1953 era where increased growth of food grains took place however this increased production in food grains took place due to increased irrigation methods. In this phase the land under agriculture was made more, dur ing this period about 80% of the country's population was involved in Agricultur e either directly or indirectly. During this period the fertilizer's which were manufactured were Super Phosphate & Ammonium Sulphate. Irrigation was thought to be heart of Agriculture. \par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 2.\u l0\nosupersub\cf8\f9\fs23 \ul0\nosupersub\cf7\f8\fs23 Green Revolution Period: \par\pard\par\pard\qj \ul0\nosupersub\cf1\f2\fs23 During this phase Governm ent stated the programme aimed at making our country self sufficient in F ood Products. This was the period between the years 1959-1960. This plan laid th e emphasis on production of High Yielding Varieties. To make this plan a success there was a high need to make soil fertile by providing it with nutrients li ke Phosphorus, Nitrogen and Potassium. \par\pard\par\pard\ql During this phas e Fertilizer industry tried to play a vital role, became one of the most importa nt, and inherits part of our economy. \par\pard\par\pard\ql \ul0\nosupersub\cf7\ f8\fs23 3.\ul0\nosupersub\cf8\f9\fs23 \ul0\nosupersub\cf7\f8\fs23 The Post Gre en Revolution Period: \par\pard\par\pard\qj \ul0\nosupersub\cf1\f2\fs23 The world's population along with Indian population has kept on growing at a alarmin g rate, the fertilizer companies all over India are trying to expand their scale of operations in order to increase the production rate. The demand for fertiliz ers per year is increasing. The current demand of fertilizers in India is 18 mil lion tones. \par\pard\par\pard\ql - 9 \par\pard\par\pard\ql \ul0\nosupersub\cf16 \f17\fs27 Fertilizer Industry Scenario in India \par\pard\par\pard\ql \ul0\nos upersub\cf1\f2\fs23 In India, First of all in 1906, A Single Super Phosphate (SS P) manufacturing unit was set up at Ranipat near Chennai (Madras) with annual ca pacity of 6000 tones per annum. \par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs2 3 1. Public Sector \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 The Fertil izer And Chemicals Travancore Ltd. (FACT) Hindustan Fertilizer Corporation Ltd. (HFC) Madras Fertilizer Ltd. (MFL) \par\pard\par\pard\ql Hindustan Copper Ltd. (HCL) Naively Lignite Corporation Ltd. (NLC) Pyrites, Phosphates And Chemicals L td. (PPCL) Pradeep Phosphates Ltd. (PPL) \par\pard\par\pard\ql Rashtriya Chemica ls And Fertilizers Ltd. (RCFL) National Fertilizer Ltd. (NFL) \par\pard\par\pard \ql \ul0\nosupersub\cf7\f8\fs23 2. Co-Operative Sector \par\pard\par\pard\ql \u l0\nosupersub\cf1\f2\fs23 There are only two fertilizer manufacturing societies in Co-operative sector. \par\pard\par\pard\ql Indian Farmers Fertilizers Co-Oper ative Ltd. (IFFCO) \par\pard\par\pard\ql Krishak Bharati Co-Operative Ltd. (KRIB HCO) \par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 3. Private Sector \par\

pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 There are 17 companies in private s ector, which are producing fertilizer. \par\pard\par\pard\ql Gujarat Narmada Val ley Fertilizer Co. Ltd. (GNFC) \par\pard\par\pard\ql Hindustan Lever Ltd. (HLL) \par\pard\par\pard\ql Hari Fertilizer \par\pard\par\pard\ql ICI India Ltd. \par\ pard\par\pard\ql Indo Gulf Fertilizers & Chemicals Corporation Ltd. Mangalore Ch emicals & Fertilizers Ltd. (MCFL) Southern Petro Chemicals Industries Corporatio ns Ltd. Nagarjuna Fertilizer & Chemical Ltd. (NFCL) \par\pard\par\pard\ql - 10 \ par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 Shri Ram Fertilizer & Chemicals Ltd. Tuticorian Alkali Chemicals & Fertilizer Ltd. Zuari Agro Chemicals Ltd. \p ar\pard\par\pard\ql Bindali Agro Chemicals Ltd. \par\pard\par\pard\ql Chambal Fe rtilizer & Petrochemical Corporations Ltd. (DEPCL) E.D.I. PASSY (I) LTD. \par\pa rd\par\pard\ql Gujarat State Fertilizer Company (GSFC) \par\pard\par\pard\ql - 1 1 \par\pard\par\pard\par\pard\ql \ul0\nosupersub\cf16\f17\fs27 Krishak Bharti Co -operative Limited \par\pard\par\pard\qj \ul0\nosupersub\cf1\f2\fs23 \u82 20?KRIBHCO\u8221? the world\u8217?s premier fertilizer producing co-operat ive has an outstanding track record to its credit in all spheres of its active s. Since 17\ul0\nosupersub\cf15\f16\fs18 th\ul0\nosupersub\cf1\f2\fs23 April 1 980 as a rational level Co-operative society to manufacturing and distribute. Ch emical fertilizer and allied farm imputes \u8220?KRIBHCO\u8221? imbibed the cooperative philosophy fulfilling its commitment to strengthening and promoting th e cause of agriculture development and co-operative movements in the country. \p ar\pard\par\pard\qj Krishak Bharti co-operative limited popularly known as \ u8220?KRIBHCO\u8221? has been registered as national level co-operative soc iety under the provision of the multi-state cooperative societies act, 1984. \par\pard\par\pard\qj The\u8221?KRIBHCO\u8221? hazira unit is located around 1 5 kms, west of Surat and lies on the north of river Tapti. An all weather road f rom Surat to hazira connects the plant site with the city. The cannel belonging to irrigation department is running on the plant site and is feeding water from ukai. A railway feeder line apporx.. 55 kms. Long has connected the site with B ombay -Ahmedabad main line. \par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 KR IBHCO Network: \par\pard\par\pard\ql A.\ul0\nosupersub\cf8\f9\fs23 \ul0\nosuper sub\cf1\f2\fs23 Head office: - fertilizer plant, Noida, Delhi \par\pard\par\par d{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 B.\ul0\nosupersub\cf8\f9\fs2 3 \ul0\nosupersub\cf1\f2\fs23 (i) Plant:}\cell{\ul0\nosupersub\cf1\f2\fs23 - S urat Gujarat}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql (ii) Bio fertilizer plant: - Surat (Gujarat) \par\pard\pa r\pard\ql (iii) Seed processing plant: - Andhra Pradesh, Gujarat, haryana, M.P. Punjab, Rajasthan, \par\pard\par\pard\ql - 12 \par\pard\par\pard\ql \ul0\nosuper sub\cf1\f2\fs23 U.P. (For Punjab&Haryana) \par\pard\par\pard\ql \ul0\nosupersub\ cf7\f8\fs23 C.\ul0\nosupersub\cf8\f9\fs23 \ul0\nosupersub\cf1\f2\fs23 Zonal of fices: - Bhopal, Bangalore, Lucknow and Chandigarh. \par\pard\par\pard\ql \ul0\n osupersub\cf7\f8\fs23 D.\ul0\nosupersub\cf8\f9\fs23 \ul0\nosupersub\cf1\f2\fs23 State mktg. offices: - Jaipur, Ahmedabad, Chennai, Mumbai, Banglore, Patna, Lu cknow, \par Chandigarh, Bhopal, Hyderabad, Guwahati, Dehradun, Kolkota \par\ pard\par\pard\qj Besides marketing its products \u8220?KRIBHCO\u8221? car ries out various other programmed like farmers benefit programmed, sanket H aran bima yojana, marketing of BVFCL (Brahmputra valley fertilizer corpo ration limited) vred seed multiplication programmer, gramin vikas trust (ru ral development trust) \par\pard\par\pard A cooperative thrives on the tru st of, its members. Membership of \u8220?KRIBHCO\u8221? is open to government of India, national state and district and village level cooperative society. At th e initial stage, way back in june, 1981 the total membership in \u8221?KRIBHCO\ u8221? was only 221 cooperative societies which rose significantly to 6044 coop

erative societies as on march 31,2005 as against 5790 as on march 31 2004. Pheno menal progress made by the society becomes a testimony to the ever-increasing me mbership over the years. \par The total paid up share capital as on March 31, 2005 was rs.39, 354.15 lakh as against rs.49, 170.72lakh in the previous year. D uring the current financial year, the society has refunded share capital of rs.9 700 lakh to \u8220?IFFCO\u8221? and government of India respectively .the state -wise membership with share capital contribution as on March 31,2005 vis--vis mar ch 31 2004. \par\pard\par\pard\ql - 13 \par\pard\par\pard\par\pard\par\pard\ql \ ul0\nosupersub\cf16\f17\fs27 MISSION: \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 A)}\cell{\ul0\nosupersub\cf1 \f2\fs23 To contribute to agriculture &rural development in the regins.}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 B)}\cell{\ul0\nosupersub\cf1 \f2\fs23 Services to members of cooperatives society by selecting financing}\cel l {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 C)}\cell{\ul0\nosupersub\cf1 \f2\fs23 Managing society desirable and commercial profitable investment}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql opportunity preferable at multiple locations. \par\pard\p ar\pard\ql \ul0\nosupersub\cf16\f17\fs27 VISION:\par\pard\par\pard\qj \ul0\nos upersub\cf1\f2\fs23 They want to be a world class organization that represents the farmer community and maximizes returns to them through specialization in agricultural inputs and products and other di versified businesses that maximize stakeholder value. \par\pard\par\p ard\ql \ul0\nosupersub\cf16\f17\fs27 OBJECTIVES: \par\pard\par\pard\ql \ul0\nosu persub\cf1\f2\fs23 a)\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 To undertake the activities for the rural upliftment and agriculture developmen t. \par - 14 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 b)\ul0\nosupersub \cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 To promote economic interest of its members by undertaking manufacturing of chemical \par fertilizer & allied prod uct. \par\pard In furtherance of these objectives following activities: \par\p ar (I)\par\par (II) \par collaboration with other agency. \u8220?K RIBHCO\u8221? may undertake one or more of the\par\par To undertake producti on processing, manufacture, sale distribution, marketing, import export and to otherwise deal in agriculture production requisites. To set up storage u nits for storing fertilizer and other goods by itself or in \par\pard\ par\pard\ql (III) To act as warehousing agency under the warehousing act and own godowns or hire \par godowns for the storage of fertilizers and other goods. \par\pard\par\pard\ql \ul0\nosupersub\cf16\f17\fs27 AWARDS: \par\pard\par\pard\q l \ul0\nosupersub\cf1\f2\fs23 The excellence performance of the society ha s brought a number of laurels from various organizations .The awards received du ring year were as follows: \par\pard\par\pard\ql (I) National productivity counc il has awarded productivity award the society for bio \par fertilizer produ ct for the year 1999-2000, 2001-2002 in the year 2003-2004. \par\pard(II) \par journal of \u8220?KRIBHCO\u8221? (III) Certificate of merit by public relations society of India, Hyderabad chapter for house Best technical innovative award fo

r the year 2003 by fertilizer association of India. \par\pard\par\pard\ql (IV)\u l0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Certificate of merit Gujarat safety council for relining 30 lakh accident free man\par hours. \ par\pard\par\pard\ql (V) Hazira ammonia extension project (HAEP) rotating shield winner and certificate for \par lowest disabling injury index in group-c industries. \par\pard\par\pard\ql (VI)\ul0\nosupersub\cf10\f11\fs23 \ul0\nosup ersub\cf1\f2\fs23 Sardar Vallabhbhai Patel Agriculture and Technical Universi ty, Meerut - All India \par Farmers Fair And agro Industrial Exhibition - Fi rst Prize To Kribhco on 10-03-2005. \par\pard\par\pard\ql - 15 \par\pard\par\par d\qj \ul0\nosupersub\cf1\f2\fs23 (VII)\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupe rsub\cf1\f2\fs23 Kribhco has won first prize for Bio-Fertilizer Production, Ma rketing And Promotion \par Award For the year 2003 And 2004 by National Pro ductivity Council (NPC). Award Has been given formal function held on 10\ul0\nos upersub\cf15\f16\fs18 th\ul0\nosupersub\cf1\f2\fs23 May,.2005 by Honble Minis ter For Agriculture Shri Shard Pawar Ji. \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 (VIII)\ul0\nosupersub\cf10\f 11\fs23 \ul0\nosupersub\cf1\f2\fs23 Special Participation Award in Corpora te Sector Event}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 \u8220? Vyapar 2005\u8221? Event}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 Organized By Southern Gujarat Chamber O F Commerce And Industries From}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 February}\cell{\ul0\nosupers ub\cf1\f2\fs23 11 - 16, 2005, the theme of pavilion was}\cell{\ul0\nosup ersub\cf1\f2\fs23 \u8220? Development OF Bio-}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Technology In Kribhco \u8220 ?}\cell {}\cell {}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf16\f17\fs27 HISTORY OF KRIBHCO: \par\pa rd\par\pard\qj \ul0\nosupersub\cf1\f2\fs23 Encourage with the successful operat ion of fertilizer plant of Kalul, Kandla and Phulpur in the co-operative Limited . (IFFCO) higher to the one and the only co-operative in the fertilizer industry

has promoted another co-operative namely \par\pard\par\pard\ql \u8220?KRIBHCO\u 8221? Ltd to made the new giant plant of Hazira. \par\pard\par\pard\ql MILE STON ES: \par\pard(I) Project zero Date\par\par (II) Foundation stone laid by Smt. Indira Gandhi : (III) Project completion (IV) Plan completion (V) Commercial pro duction (VI)Percent capacity utilization\par\par (VII) Plant ready of production (VIII) Gas available by ONGC\par\par (IX) Trial production Ammonia\par\par Urea \par\par (stream 11/31) Ammonia (stream 21/41) :\par\par : : : :\par\par : : : 31/03/1981 5/02/1982 31/03/1985 26/11/1985 1/3/1986 Urea 99% Ammonia95%\par\par January/September 1985 PHASE 1 & PHASE 2 18-9-85\par\par 6-11-85 PHASE 1 & PHASE 2 14-11-85\par\par 30-11-85 26-11-85 13-12-85 31-12-85 01-12-85 \par\pard\par\p ard\ql - 16 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 (X) ISO certificate}\cell{\u l0\nosupersub\cf1\f2\fs23 (I)}\cell{\ul0\nosupersub\cf1\f2\fs23 KRIBHCO plant}\c ell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql ISO 9001-2000 \par\pard\par\pard\ql (II) KRIBHCO pla nt \par ISO 14001 \par\pard\par\pard\ql (III) KRIBHCO Mktg office \par ISO 9001-2000 \par\pard\par\pard\ql \ul0\nosupersub\cf16\f17\fs27 DEPARTMENT AND MANPOWERS AT \u8220?KRIBHCO\u8221? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Director}\cell{\ul0\nosupers ub\cf1\f2\fs23 05}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Financing & Accounting}\cell {\ul0\nosupersub\cf1\f2\fs23 49}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Vigilance}\cell{\ul0\nosuper sub\cf1\f2\fs23 01}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Training}\cell{\ul0\nosupers ub\cf1\f2\fs23 09}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 HR}\cell{\ul0\nosupersub\cf1 \f2\fs23 58}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Security}\cell{\ul0\nosupers ub\cf1\f2\fs23 72}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Material}\cell{\ul0\nosupers ub\cf1\f2\fs23 50}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Medical}\cell{\ul0\nosupersu b\cf1\f2\fs23 31}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Mechanical}\cell{\ul0\nosupe rsub\cf1\f2\fs23 172}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Transportation}\cell{\ul0\no supersub\cf1\f2\fs23 39}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Fire safety}\cell{\ul0\nosup ersub\cf1\f2\fs23 29}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Instrument}\cell{\ul0\nosupe rsub\cf1\f2\fs23 69}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Electrical & civil}\cell{\ul 0\nosupersub\cf1\f2\fs23 88}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Ms System}\cell{\ul0\nosuper sub\cf1\f2\fs23 13}\cell {\trowd\trautofit1\intbl

\cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Laboratory}\cell{\ul0\nosupe rsub\cf1\f2\fs23 35}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Production}\cell{\ul0\nosupe rsub\cf1\f2\fs23 365}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Technical}\cell{\ul0\nosuper sub\cf1\f2\fs23 27}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 Total Manpower}\cell{\ul0\no supersub\cf7\f8\fs23 1112}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 - 17 \par\pard\par\pard\ql \u l0\nosupersub\cf17\f18\fs35 PERFORMANCE HIGHLIGHT \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Highest Production Urea}\cel l{\ul0\nosupersub\cf1\f2\fs23 18.06 Lakh mt}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql (Previous Best 17.73 Lakh mt, 2003-2004) \par\pard\par\pa rd{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Highest Dispatch Of Urea}\ce ll{\ul0\nosupersub\cf1\f2\fs23 18.05 Lakh mt}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql (Previous Best 17.85 Lakh mt, 2003-2004) \par\pardLowest Urea Energy Consumption Lowest Ammonia Energy Consumption Highest Production of Seeds\par\par Highest Sales Of Seeds 5.861 G.Cal/mt (Previous Best 5.886 G.Cal/ mt, 2003-2004) 8.204 G.Cal/mt\par\par (Previous Best 8.222 G.Cal/mt, 2003-2004) 1.54 Lakh Qtls\par\par (Previous Best 1.21 lakh Qtls, 2003-2004) 1.49 Lakh Qtls \par\pard\par\pard\ql (Previous Best 1.11 Lakh Qtls, 2003-2004) \par\pard\par\pa rd{

\trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Highest Sales Of Bio-Fertili zers}\cell{\ul0\nosupersub\cf1\f2\fs23 611 mt}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql (Previous Best 516 mt, 2003-2004) \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Highest KBSK\u8217?s Turnove r}\cell{\ul0\nosupersub\cf1\f2\fs23 Rs.3608 Lakh}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 (Previous Best Rs.3052 Lakh , 2003-2004)}\ce ll {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Highest KBSK\u8217?s Profita bility}\cell{\ul0\nosupersub\cf1\f2\fs23 Rs.72.91Lakh}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 (Previous Best Rs.29.91Lakh , 2003-2004)}\ce ll {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Profit Before Tax}\cell{\ul0 \nosupersub\cf1\f2\fs23 Rs.183.83 Crores}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Profit After Tax}\cell{\ul0\ nosupersub\cf1\f2\fs23 Rs.140.59 Crores}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 Proposed Dividend}\cell{\ul0 \nosupersub\cf1\f2\fs23 20 %}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row}

}\par\pard\par\pard\ql QUALITY POLICY \par\pard\par\pard\ql Management of KRIBHC O, Hazira plant is committed to operate and maintain its fertilizer manufacturin g complex through quality assurance, environmental protection and to th e satisfaction of customers. \par\pard\par\pard\ql KRIBHCO, Hazira plant shall a chieve this quality policy through following objectives: \par 1.\ul0\nosupersu b\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Continually upgrading technology t o improve plant efficiency & reliability. 2.\ul0\nosupersub\cf10\f11\fs23 \ul0\ nosupersub\cf1\f2\fs23 Maintaining & improving the safety & environmental perfo rmance. 3.\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Improving the skills & knowledge of personnel. \par\pard\par\pard\ql 4.\ul0\nosupersub\cf1 0\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Continuously improving the quality Mana gement system. \par\pard\par\pard\ql - 18 \par\pard\par\pard\ql \ul0\nosupersub\ cf16\f17\fs27 FUTURE\ul0\nosupersub\cf5\f6\fs31 \ul0\nosupersub\cf16\f17\fs27 P LANS \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 A joint venture fertilize r project in Oman: \par\pard\par\pard\qr Society has invested US$ 80 million as equity in Oman India Fertilizer plant which has achieved commercial production on 14\ul0\nosupersub\cf15\f16\fs18 th\ul0\nosupersub\cf1\f2\fs23 July 2005. The Project has annual capacity of 16.52 lakhs MT Urea and 2.50 lakhs MT surplus am monia and has been built at a cost of US$ 969 million. Marketing of Urea produce d by this plant has since been commenced by the society. \par\pard\par\pard\ql \ ul0\nosupersub\cf7\f8\fs23 Hazira Phase-II \par\pard\par\pard\qj \ul0\nos upersub\cf1\f2\fs23 Society is in the process of setting up a state of the art m ega size ammonia plant of capacity of 1850 MTDP and urea plant of capacity of 32 50 MTDP at existing fertilizer complex at Hazira. Existing infrastructure facili ties will be utilized resulting in saving of cost. Plant will be based on natura l gas and we have energy consumption. \par\pard\par\pard\ql Gujarat state energy generation limited (GSEG) \par\pard\par\pard Society has diversified to power sector and has invested Rs. 48.75 crores being 30% equity in Gujarat State E nergy Generation Limited, a joint venture company promoted by government of Gujarat, GSEG is operating 156 MW Power Plant at Mora, District Surat. \par KRIBHCO\u8217?s Hazira plant is also going to be expanded. The society is also e xploring the possibilities to set up a 200 MW liquid fuel based power project at Jhunjhunu, Rajasthan. Society has deposited a development security of Rs.25 lak hs with Rajasthan State Electricity Board (RSEB). Minister of power has given No Objection Certificate (NOC). \par\pard\par\pard\ql - 19 \par\pard\par\pard\ql \ ul0\nosupersub\cf18\f19\fs27 \u-3978?\ul0\nosupersub\cf19\f20\fs27 \ul0\nosuper sub\cf20\f21\fs27 ORGANIZATIONAL CHART OF KRIBHCO \par\pard\par\pard\ql \ul0 \nosupersub\cf10\f11\fs23 Government of India \par\pard\par\pard\ql Ministry of Agriculture \par\pard\par\pard\ql Department of fertilizer \par & Chemical \par\ pard\par\pard\ql Chairman \par\pard\par\pard\qc Board of Directors Managing Dire ctor Operational Director \par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf10\f11\fs23 GM}\cell{\ul0\nosupersub\cf10\f11\fs23 CM} \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf10\f11\fs23 GM}\cell{\ul0\nosupersub\c

f10\f11\fs23 GM}\cell{\ul0\nosupersub\cf10\f11\fs23 GM}\cell{\ul0\nosupersub\cf1 0\f11\fs23 GM}\cell{\ul0\nosupersub\cf10\f11\fs23 GM}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf21\f22\fs18 (Material\ul0\nosupersub\cf22\f23\fs18 )}\ cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf10\f11\fs23 (Mai.)}\cell{\ul0\nosupersub\cf10\f11\fs23 (MIS)}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf10\f11\fs23 (P)}\cell {}\cell{\ul0\nosupersub\cf10\f11\fs23 (F&A)}\cell{\ul0\nosupersub\cf10\f11\fs23 (P&A)}\cell{\ul0\nosupersub\cf10\f11\fs23 (Tech)}\cell {}\cell {}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf10\f11\fs23 JGM}\cell{\ul0\nosupersub\ cf10\f11\fs23 JGM}\cell{\ul0\nosupersub\cf10\f11\fs23 JGM}\cell{\ul0\nosupersub\ cf10\f11\fs23 JGM}\cell{\ul0\nosupersub\cf10\f11\fs23 JGM}\cell{\ul0\nosupersub\ cf10\f11\fs23 JGM}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200

\cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf21\f22\fs18 (Material)}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf10\f11\fs23 (P)}\cell {}\cell{\ul0\nosupersub\cf10\f11\fs23 (F&A)}\cell{\ul0\nosupersub\cf10\f11\fs23 (P&A)}\cell{\ul0\nosupersub\cf10\f11\fs23 (Tech)}\cell{\ul0\nosupersub\cf10\f11\ fs23 (Maintain)}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf10\f11\fs23 CM}\cell{\ul0\nosupersub\c f10\f11\fs23 CM}\cell{\ul0\nosupersub\cf10\f11\fs23 CM}\cell{\ul0\nosupersub\cf1 0\f11\fs23 CM}\cell{\ul0\nosupersub\cf10\f11\fs23 CM}\cell{\ul0\nosupersub\cf10\ f11\fs23 CM}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf10\f11\fs23 (P)}\cell{\ul0\nosupersub\ cf21\f22\fs18 (Material)}\cell{\ul0\nosupersub\cf10\f11\fs23 (F&A)}\cell{\ul0\no supersub\cf10\f11\fs23 (P&A)}\cell{\ul0\nosupersub\cf10\f11\fs23 (Tech)}\cell{\u l0\nosupersub\cf10\f11\fs23 (Maintain)}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200

\cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf10\f11\fs23 Ammonia}\cell{\ul0\nosuper sub\cf10\f11\fs23 Process}\cell{\ul0\nosupersub\cf10\f11\fs23 Instrument}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf10\f11\fs23 Urea}\cell{\ul0\nosupersub \cf10\f11\fs23 Project}\cell{\ul0\nosupersub\cf10\f11\fs23 Electrical}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Purchase \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf10\f11\fs23 Power}\cell{\ul0\nosupersu b\cf10\f11\fs23 F&S}\cell{\ul0\nosupersub\cf10\f11\fs23 Mechanic}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Store \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf10\f11\fs23 PHP}\cell{\ul0\nosupersub\ cf10\f11\fs23 Laboratory}\cell{\ul0\nosupersub\cf10\f11\fs23 Civil}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Transportation \par\pard\par\pard\ql \ul0\nosupersub\cf1\ f2\fs23 - 20 \par\pard\par\pard\ql \ul0\nosupersub\cf5\f6\fs31 COMPETENCY MAPPIN G \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 In today\u8217?s competitive market, companies are aware that their workforce must be properly trained and fully competent over a range of tasks within any given work discipline. \par\par d\par\pard\ql Competency mapping is a process through which one assesses and det ermines one\u8217?s strengths as an individual worker and in some cases, as part of an organization. It generally examines two areas: emotional intelligence or emotional quotient (EQ), and strengths of the individual in areas like team stru cture, leadership, and decision-making. Large organizations frequently employ so me form of competency mapping to understand how to most effectively e mploy the competencies of strengths of workers. They may also use competency ma pping to analyze the combination of strengths in different workers to produce th e most effective teams and the highest quality work. \par\pard\par\pard\ql Compe tency mapping can also be done for contract or freelance workers, or for those s eeking employment to emphasize the specific skills which would make them valuabl e to a potential employer. \par\pard\par\pard\ql Competency mapping also require s some thought, time, and analysis, and some people simply may not want to do th e work involved to sufficiently map competencies. Competency mapping alone may n

ot produce accurate results unless one is able to detach from the results in ana lyzing past successes and failures. Many studies find that people often overesti mate their abilities, making self-competency mapping results dubious. \par\pard\ par\pard\ql The value of competency mapping and identifying emotional strengths is that many employers now purposefully screen employees to hire people with spe cific competencies. They may need to hire someone who can be an effective time l eader or who has demonstrated great active listening skills. Alternately, they m ay need someone who enjoys taking initiative or someone who is very good at taki ng direction. When individuals must seek new jobs, knowing one\u8217?s competenc ies can give one a competitive edge in the job market. \par\pard\par\pard\ql Usu ally, a person will find themselves with strengths in about five to six areas. S ometimes an area where strengths are not present is worth developing. In other c ases, competency mapping can indicate finding work that is suited to one\u8217?s strengths, or finding a department at one\u8217?s current work where one's stre ngths or needs as a worker can be exercised. \par\pard\par\pard\ql A problem wit h competency mapping, especially when conducted by an organization is that there may be no room for an individual to work in a field that would best make use of his or her competencies. If the company does not respond to competency mapping by reorganizing its employees, then it can be of little short-term benef it and may actually result in greater unhappiness on the part of individua l employees. A person identified as needing to learn new things in order to rema in happy might find himself or herself in a position where no new training is ev er required. If the employer cannot provide a position for an employee that fits him or her better, competency mapping may be of little use. \par\pard\par\pard\ ql - 21 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 However, competency mapping can ultimately serve the individual who decides to seek employm ent in an environment where he or she perhaps can learn new things and be more i ntellectually challenged. Being able to list competencies on resumes and address this area with potential employers may help secure more satisfying work. This m ay not resolve issues for the company that initially employed competency mapping , without making suggested changes. It may find competency mapping has produce d dissatisfied workers or led to a high worker turnover rate. \par\pard\par \pard\ql Competency also means the collection of success factors necessary for a chieving important results in a specific job or work role in a particu lar organization. Success factors are combinations of knowledge, skills, and attributes that are described in terms of specific behaviors, and are demonstrated by superior performers in those jobs or work roles. Attributes include: personal characteristics, traits, motives, values or ways of thinking that impact an individual\u8217?s behavior. \par\pardintelligence\par\par within Three Competencies in organizations tend to tied to a specific work function or industry \par a\par\par given other fall Personal Functioning Competencies. These competencies include broad success factors not\ par\par Functional/Technical Competencies. These competencies include specific success factors \par work\par\par definitions into (often foc using on leadership or emotional \par function\par\par two broad categories:\par\par or are behaviors).\par\par industry. needed: \par\pard\par\ pard\ql \u8226? Competency Map. A competency map is a list of an individual\u821 7?s competencies that represent the factors most critical to success in given jo bs, departments, organizations, or industries that are part of the individual\u8 217?s current career plan. \par\pard\par\pard\ql \u8226? Competency Mapping. Com petency mapping is a process an individual uses to identify and describe compete ncies that are the most critical to success in a work situation or work role. \p ar\pard\par\pard\qj \u8226? Top Competencies. Top competencies are the vital few competencies (four to seven, on average) that are the most important to an individual in their ongoing career management process. \u8220?Importance to the individual\u8221? is an intuitive decision based on a combination of three factors: past demonstrated excellence in using the competency, inner passion for using the competency, and the current or likely future demand for the competenc y in the individual\u8217?s \par\pardcurrent position or targeted career field. \par\pard\par\pardAlthough the definition above for \u8220?competency mappi

ng\u8221? refers to individual employees, organizations also \u8220?map\u822 1? competencies, but from a different perspective. Organizations describe, or ma p, competencies using one or more of the following four strategies: \par\pard\pa r\pard\ql 1. Organization-Wide (often called \u8220?core competencies\u8221? or those required for organization success) \par\pard\par\pard\ql - 22 \par\pard \par\pard\ql \ul0\nosupersub\cf1\f2\fs23 2. Job Family or Business Unit Compete ncy Sets 3. Position-Specific Competency Sets \par\pard\par\pard\ql 4. Competen cy Sets Defined Relative to the Level of Employee Contribution (i.e. Individual Contributor, Manager, or Organizational Leader) \par\pard\par\pard\ql \ul0\nosup ersub\cf20\f21\fs27 How can it help the overall HRD process of an organization? \par\pard\ul0\nosupersub\cf1\f2\fs23 Competency\par\par is a roles. \u8226? \u82 26? vehicle for organizational HRD applications such as: \u82 26? Defining the factors for success in jobs (i.e., work) and work roles within the organization. \u8226? Assessing the current performance and future developme nt needs of persons holding jobs and\par\par Mapping succession possibilit ies for employees within the organization. Assigning compensat ion grades and levels to particular jobs and roles. \par\ pard\par\pard\ql \u8226? Selecting applicants for open positions, using competen cy-based interviewing techniques ETC. \par\pard\par\pard\ql \ul0\nosupersub\cf2 0\f21\fs27 Why Should Individual Employees Map Their Competencies? \ par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 A list of compelling reason s includes, at a minimum, the following. An individual: \par\pard\par\pa rd\ql \u8226? Gains a clearer sense of true marketability in today\u8217?s job m arket; once the individual knows how his/her competencies compare to those that are asked for by the job market in key positions of interest. \par\pard\par\pard \ql \u8226? Projects an appearance as a \u8220?cutting-edge\u8221? and well-prep ared candidate, who has taken the time to learn about competencies, investigate those in demand, and map his/her own competencies prior to interviewing. \par\pa rd\par\pard\ql \u8226? Demonstrates self-confidence that comes from knowing one\ u8217?s competitive advantages more convincingly, and from being able to articul ate those advantages in specific language. \par\pard\par\pard\ql \u8226? Secures essential input to resume development - a set of important terms to use in desc ribing expertise derived from prior career experience. \par\pard\par\pard\ql \u8 226? Gains advanced preparation for interviews, many of which may be delivered u sing a competency- based approach called \u8220?structured behavioral interviewi ng\u8221? or \u8220?behavioral event interviewing.\u8221? \par\pard\par\pard\ql \u8226? Develops the capability to compare one\u8217?s actual competencies to an organization or position\u8217?s required/preferred competencies, in order to c reate an Individual Development Plan. \par\pard\par\pard\ql - 23 \par\pard\par\p ard\ql \ul0\nosupersub\cf20\f21\fs27 How Do Competencies Relate to MANPOWER PL ANNING? \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 COMPETENCE MAPPING PROVIDES THE MANPOWER PROFILE -1. Organization-Wide (often called \u8220? core competencies\u8221? or those required for organization success) \par\pard\p ar\pard\ql 2. Job Family or Business Unit Competency PROFILE 3. Position-S pecific Competency PROFILE 4.INDIVIDUAL profile. \par\pard\par\pard\ql THE ANALYSIS OF THESE INDICATES TO THE MANPOWER PLANNERS -required manp ower / competency profiles \par\pard\par\pard\ql -current availability of manpower / competency profiles -estimated gap in manpower / competency . \par\pard\par\pard\ql THIS INFORMATION [COMPETENCY] IS USED BY MANPOWER PL ANNERS IN -Recruitment/Section Process \par\pard\par\pard\ql -Training \par\pard \par\pard\ql -Development \par\pard\par\pard\ql Since competency mapping provide s database information for manpower planning they are closely linked \par\pard\p ar\pard\ql -without competency mapping it is not possible to complete a success ful effective manpower planning. \par\pard\par\pard\ql \ul0\nosupersub\cf20\f21\ fs27 How Does Competency-Based Interviewing and Selection Work? \par\pard\ par\pard\ql \ul0\nosupersub\cf1\f2\fs23 Competency-based interviewing and select ion presupposes that a set of organization-wide, job family/department, or posit ion-specific competencies have been identified by the organization. Interviewers are then trained in the art of Structured Behavioral Interviewing, which has se veral hallmarks: \par\pard\par\pard\ql A structured set of questions is used to

interview all candidates. Each question is designed to elicit behavioral example s from the candidate which demonstrate the use of one or more key behaviors unde rlying each competency that is accounted for in the interview. \par\pard\par\par d\ql A team of interviewers is usually used and they typically divide the list o f competencies among themselves so that each interviewer can focus on asking the related detailed behavioral questions \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 and}\cell{\ul0\nosupersub\cf 1\f2\fs23 documenting}\cell{\ul0\nosupersub\cf1\f2\fs23 candidate}\cell{\ul0\nos upersub\cf1\f2\fs23 responses.}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Interviewers typically ask open-ended and situation-based questions such as, \u8220?Think of a specific time when you faced ____________? How did you handle the situation? How did it turn out?\u8221? \par\pard\par\par d\qj Interviewers record evidence of behaviors that the candidate relates, and they ask probing questions to gather complete behavioral evidence that inc ludes details of the circumstance, the actions taken by the candidate, and the results achieved. This process is called the CAR \par\pard\par\pard\ ql - 24 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 (circumstance,}\cell{\ul0\no supersub\cf1\f2\fs23 action,}\cell{\ul0\nosupersub\cf1\f2\fs23 results)}\cell{\u l0\nosupersub\cf1\f2\fs23 Model.}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql At the conclusion of the interview, all interviewers of a particular candidate meet and compare the behaviors they heard from the c andidate that support the assertion that the candidate possesses a specif ic competency. If the candidate did not offer specific examples with relevant be haviors, after additional attempts at rephrasing the question or asking differen t but related questions, then the determination is made that the candidate does not possess the competency. \par\pard\par\pard\ql The underlying philosophy here is that the best predictor of future performance is past performance that was d emonstrated by concrete, observable behavior. \par\pard\par\pard\ql A final hiri ng decision is made based on the total strength of competencies demonstrated by each candidate, compared with those competencies that are considered essential f or success in the position and in the organization, and as compared with the com petency strengths of the remaining candidates for the same position. \par\pard\p ar\pard\ql \ul0\nosupersub\cf16\f17\fs27 COMPETENCY MAPPING IS HR TOOL USED IN \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 -Recruitment /Selection \ par\pard\par\pard\ql -Training/Development -Performance Management -Career Plann ing/Development -Succession Planning \par\pard\par\pard\ql -Manpower Planning \p ar\pard\par\pard\ql -Human Resource Development -Human Resource Planning \par\p ard\par\pard\ql -Human Resource Strategic Planning. etc \par\pard\par\pard\ql \ul0\nosupersub\cf25\f26\fs27 How Do Competencies Relate to Individual Car eer Development? \par\pard\par\pard\ql \ul0\nosupersub\cf28\f29\fs23 First and foremost, competencies must be demonstrated by individuals. Perhaps th e most common place where they are demonstrated is within the scope of a partic ular job or project involvement. However, competencies are also developed and de

monstrated by individuals in the following settings: volunteer roles in the comm unity, professional associations, school projects, sports participation settings , and even within one\u8217?s own home life. \par\pard\par\pard\ql One of the fi rst encounters with competencies for most individuals is in securing employment with a new organization. Organizations that are purposefully using cutting-edge methods to choose talent for positions or project roles are engaging in what is called \u8220?competency-based interviewing and selection\u8221?. These intervie wing and selection methods are being used not only for hiring external applicant s, but also for staffing internal roles. \par\pard\par\pard\ql Many organization s that use competency-based interviewing and selection are also later using the same competencies to assess performance, to encourage future development plans f rom individuals, and to plan for succession in the organization. Therefore, the individual employees in such an organization will have an ongoing need to use an d map their competencies. \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 - 25 \par\pard\par\pard\ql \ul0\nosupersub\cf28\f29\fs23 Up to this point, it is imp lied that the main need for identifying and mapping competencies is for individu als who may be pursuing full-time employment with an organization. However, the need for mapping of competencies also extends to independent contractors seeking project work with those organizations that broker their services. \par\pard\par \pard\ql \ul0\nosupersub\cf1\f2\fs23 - 26 \par\pard\par\pard\ql \ul0\nosupersub\ cf5\f6\fs31 AN INTRODUCTION TO KNOWLEDGE MANAGEMENT \par\pard\par\pard\ql \ul0\n osupersub\cf7\f8\fs23 Knowledge\ul0\nosupersub\cf1\f2\fs23 is defined (Oxford E nglish Dictionary) variously as (i) expertise, and skills acquired by a person t hrough experience or education; the theoretical or practical understanding of a subject, (ii) what is known in a particular field or in total; facts and informa tion or (iii) awareness or familiarity gained by experience of a fact or situati on. Philosophical debates in general start with Plato's formulation of knowledge as "justified true belief". There is however no single agreed definition of kno wledge presently, or any prospect of one, and there remain numerous competing th eories. \par\pard\par\pard\ql Knowledge acquisition involves complex cog nitive processes: perception, learning, communication, association and reasoning. The term \ul0\nosupersub\cf14\f15\fs23 knowledge\ul0\nosupersub\cf 1\f2\fs23 is also used to mean the confident understanding of a subject w ith the ability to use it for a specific purpose. \par\pard\par\pard\ql \ul0\nos upersub\cf16\f17\fs27 Reliable knowledge \par\pard\par\pard\ql \ul0\nosupersub\c f1\f2\fs23 The knowledge based on the logical considerations and scientific calculations is known as reliable knowledge. The degree of reliability is high regarding the information here, hence known as reliable knowledge. \par\pard\pa r\pard\ql \ul0\nosupersub\cf16\f17\fs27 Communicating knowledge \par\pard\par\pa rd\ql \ul0\nosupersub\cf1\f2\fs23 Symbolic representations can be used to indica te meaning and can be thought of as a dynamic process. Hence the transfer of the symbolic representation can be viewed as one ascription process whereby knowled ge can be transferred. Other forms of communication include imitation, narrative exchange along with a range of other methods. There is no complete theory of knowledge transfer or communication. \par\pard\par\pard\ql \ul0\nosupe rsub\cf16\f17\fs27 Situated knowledge \par\pard\par\pard\ql \ul0\nosupersub\cf1\ f2\fs23 Situated knowledge is knowledge specific to a particular situation. Some methods of generating knowledge, such as trial and error, or learning from expe rience, tend to create highly situational \par\pard\par\pard\ql - 27 \par\pard\p ar\pard\ql \ul0\nosupersub\cf1\f2\fs23 knowledge. One of the main benefits of th e scientific method is that the theories it generates are much less situational than knowledge gained by other methods. Situational knowledge is often embedded in language, culture, or traditions. \par\pard\par\pard\ql Knowledge generated through experience is called knowledge "a posteriori", meaning afterward s. The pure existence of a term like "a posteriori" means this also has a counte rpart. In this case that is knowledge "a priori", meaning before. The knowledge prior to any experience means that there are certain "assumptions" that one take s for granted. For example if one is being told about a chair it is clear to him that the chair is in space, that it is 3D. This knowledge is not knowledge that one can "forget", even someone suffering from amnesia experiences the world in

3D. \par\pard\par\pard\ql \ul0\nosupersub\cf16\f17\fs27 Partial knowledge \par\p ard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 One discipline of epistemology focus es on partial knowledge. In most realistic cases, it is not possible to have an exhaustive understanding of an information domain, so then we have to live with the fact that our knowledge is always \ul0\nosupersub\cf14\f15\fs23 not complete \ul0\nosupersub\cf1\f2\fs23 , that is, partial. Most real problems have to be so lved by taking advantage of a partial understanding of the problem context and p roblem data. That is very different from the typical simple math problems that w e solve at school, where all data are given and we have a perfect understanding of formulas necessary to solve them. \par\pard\par\pard\ql - 28 \par\pard\par\pa rd\ql \ul0\nosupersub\cf5\f6\fs31 KNOWLEDGE MANAGEMENT \par\pard\par\pard\ql \ul 0\nosupersub\cf1\f2\fs23 Knowledge management is a management theory which emer ged in the 1990s. It seeks to understand the way in which knowledge is create d, used and shared within organizations. A significant part of Knowledge Managem ent theory and practice aligns two models: \par\pard (i) increasingly useful pyramid. (ii) The DIKW model, which places data, information, knowledge and wis dom into an Nonaka's reformulation of Polanyi's distinction between tacit and ex plicit knowledge. \par\pard\par\pard\ql Both of these models are increasing ly under challenge with different schools of thought emerging which are m ore fully described and referenced in the main article. \par\pard\par\pardAn obj ective of mainstream knowledge management is to ensure that the \ul0\nosupersub\ cf14\f15\fs23 right\ul0\nosupersub\cf1\f2\fs23 information is delivered to the \ul0\nosupersub\cf14\f15\fs23 right\ul0\nosupersub\cf1\f2\fs23 person just in t ime, in order to take the most appropriate decision. In that sense, knowledge ma nagement is not interested in managing knowledge \ul0\nosupersub\cf14\f15\fs23 p er se\ul0\nosupersub\cf1\f2\fs23 , but to relate knowledge and its usage. Th is leads to Organizational Memory Systems. More recent developments have focused on managing networks (the flow of knowledge rather than knowle dge itself) and narrative forms of knowledge exchange. \par\pard\par\pard\ql \ul 0\nosupersub\cf7\f8\fs23 Knowledge Management\ul0\nosupersub\cf1\f2\fs23 ('KM ') comprises a range of practices used by organizations to identify, creat e, represent, and distribute knowledge. It has been an established discipline si nce 1995 with a body of university courses and both professional and academic journals dedicated to it. Most large companies have resources dedicated to Knowl edge Management, often as a part of 'Information Technology' or 'Human Resou rce Management' departments, and sometimes reporting directly to the head of the organization. As effectively managing information is a must in any business , and knowledge and information are intertwined, Knowledge Management is a multi -billion dollar worldwide market. \par\pard\par\pard\ql HR has a key role in the KM movement. Key HR processes- corporate education, performance management and nurturing culture, have a key role in the development of the knowledge based ent erprise. \par\pard\par\pard\ql - 29 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2 \fs23 Sustainable competitive advantage a firm has come from what it \u8220?col lectively knows,\u8221? how effectively it uses what it knows and how readily it \u8220?acquires and uses new knowledge,\u8221? in short by becoming a Knowledge Driven Organization. Knowledge Management (KM) provides an enabling framework t o derive this advantage. It helps institutionalize processes to fully leverage t he \u8220?collective knowledge\u8221? in an organization. \par\pard\par\pard\ql Knowledge management refers to all systematic activities for creation and sharin g of knowledge so that knowledge can be used for the success of the organization . KM processes provide a framework for connecting people to people and people to information, to develop and share distilled learning and best practices. \par\p ard\par\pard\ql \ul0\nosupersub\cf16\f17\fs27 Approaches to Knowledge Management \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 There is a broad range of tho ught on Knowledge Management with no unanimous definition. The approaches vary b y author and school. Knowledge Management may be viewed from each of the followi ng perspectives: \par\pard\par\pard\ql \ul0\nosupersub\cf29\f30\fs23 \u-3880?\ul 0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf7\f8\fs23 Techno-centric\ul0\nosu persub\cf1\f2\fs23 : A focus on technology, ideally those that enhance knowledge \par sharing/growth. \par\pard\par\pard\ul0\nosupersub\cf29\f30\fs23

\u-3880?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf7\f8\fs23 Organization al\ul0\nosupersub\cf1\f2\fs23 : How does the organization need to be des igned to facilitate \par knowledge processes? Which organizations work be st with what processes? \ul0\nosupersub\cf29\f30\fs23 \u-3880?\ul0\nosupersub\cf 10\f11\fs23 \ul0\nosupersub\cf7\f8\fs23 Ecological\ul0\nosupersub\cf1\f2\fs23 : Seeing the interaction of people, identity, knowledge and environmental \par factors as a complex adaptive system. \par\pard\par\pard\ql In addition, as the discipline is maturing, there is an increasing presence of academic debates with in epistemology emerging in both the theory and practice of knowledge management . \par\pard\par\pard\ql \ul0\nosupersub\cf16\f17\fs27 Key concepts in Knowledge Management \par\pard\par\pard\ql \ul0\nosupersub\cf8\f9\fs23 Dimensions of knowl edge \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 A key distinction made by the majority of knowledge management practitioners is Nonaka's reformulation of Polanyi's distinction between tacit and explicit knowledge. The former is often \par\pard\par\pard\ql - 30 \par\pard\par\pard\ul0\nosupersub\cf1\f2\fs23 subcon scious, internalized, and the individual may or may not be aware of what he or s he knows and how he or she accomplishes particular results. At the opposite end of the spectrum is conscious or explicit knowledge -- knowledge that the individual holds explicitly and consciously in mental focus, and may commun icate to others. In the popular form of the distinction, tacit knowledge i s what is in our heads, and explicit knowledge is what we have codified. \par\pa rd\par\pard\ql Nonaka and Takeuchi (1995) argued that a successful KM program ne eds, on the one hand, to convert internalized tacit knowledge into explicit codi fied knowledge in order to share it, but, on the other hand, it also must permit individuals and groups to internalize and make personally meaningful codified k nowledge they have retrieved from the KM system. \par\pard\par\pard\ql The focus upon codification and management of explicit knowledge has allowed knowledge ma nagement practitioners to appropriate prior work in information management, lead ing to the frequent accusation that knowledge management is simply a repackaged form of information management. \par\pard\par\pard\ql Another common framework f or categorizing the dimensions of knowledge include embedded knowledge (knowledg e which has been incorporated into an artifact of some type, for example an info rmation system may have knowledge embedded into its design) and embodied knowled ge (representing knowledge as learned capability of the body\u8217?s nervous, ch emical, and sensory systems). \par\pard\par\pard\ql \ul0\nosupersub\cf16\f17\fs2 7 Knowledge access stages \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 Know ledge may be accessed at three stages: before, during, or after knowledge-relate d activities. \par\pard\par\pard\ql For example, individuals undertaking a new p roject for an organization might access information resources to identify lesso ns learned for similar projects, access relevant information again during th e project implementation to seek advice on issues encountered, and access releva nt information afterwards for advice on after-project actions and review activit ies. Knowledge management practitioners offer systems, repositories, and corpora te processes to encourage and formalize these activities with varying degrees of success. \par\pard\par\pard\ql - 31 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f 2\fs23 Similarly, knowledge may be accessed before the project implementation, f or example as the project team learns lessons during the initial project analysi s. Similarly, lessons learned during the project operation may be recorded, and after-action reviews may lead to further insights and lessons being recorded for future access. Note: In this context recording knowledge relates only to those aspects of knowledge which can be codified as text, or drawings. \par\pard\par\p ard\ql Different organizations have tried various knowledge capture incent ives, including making content submission mandatory and incorporating rewards into performance measurement plans. There is considerable controversy over wheth er incentives work or not in this field and no firm consensus has emerged. \par\ pard\par\pard\ql \ul0\nosupersub\cf16\f17\fs27 Drivers of Knowledge Management \ par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 There are a number of claims as to 'drivers', or motivations, leading to organizations undertaking a knowledge management program. \par\pard\par\pard\ql Perhaps first among these is to gain t he competitive advantage (in industry) and/or increased effectiveness that com

es with improved or faster learning and new knowledge creation. Knowled ge management programs may lead to greater innovation, better customer experienc es, consistency in good practices and knowledge access across a global organizat ion, as well as many other benefits, and knowledge management programs may be dr iven with these goals in mind. \par\pard\par\pard\ql Considerations driving a Kn owledge Management program might include: \par\pard\par\pard\ql \ul0\nosupersub\ cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 making available increased knowledge content in the development and pro vision of \par products and services \par\pard\par\pard\ql \ul0\nosupersub\cf30 \f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 achieving shorter new product development cycles \ul0\nosupersub\cf30\f31\fs19 \ u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 facilitatin g and managing organizational innovation and learning \ul0\nosupersub\cf30\f31\f s19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 levera ge the expertise of people across the organization \par\pard\par\pard\qj \ul0\no supersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf 1\f2\fs23 benefiting from 'network effects' as the number of productiv e connections between \par employees in the organization increases and the quality of information shared increases, leading to greater employee and team sa tisfaction \par\pard\par\pard\ql - 32 \par\pard\par\pard\qj \ul0\nosupersub\cf30 \f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 managing the proliferation of data and information in complex business environme nts \par and allowing employees rapidly to access useful and relevant kno wledge resources and best practice guidelines \par\pard\par\pard\ul0\nosupersub\ cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 managing intellectual capital and intellectual assets in the workfor ce (such as the \par expertise and know-how possessed by key individuals) as individuals retire and new workers are hired. \par\pard\par\pard\ql - 33 \par\pa rd\par\pard\ql \ul0\nosupersub\cf5\f6\fs31 KNOWLEDGE MANAGEMENT ROLES AND ORGANI ZATIONAL STRUCTURE \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 Knowledge m anagement activities may be centralized in a Knowledge Management Office, or res ponsibility for knowledge management may be located in existing departmental fun ctions, such as the Human Resource (to manage intellectual capital) or IT depar tments (for content management, social computing etc.). Different departments a nd functions may have a knowledge management function and those functions may no t be connected other than informally. \par\pard\par\pard\ql \ul0\nosupersub\cf32 \f33\fs27 \u-3913?\ul0\nosupersub\cf19\f20\fs27 \ul0\nosupersub\cf16\f17\fs27 Personal knowledge management \par\pard\par\pard\ul0\nosupersub\cf13\f14\fs23 Pe rsonal knowledge management (PKM)\ul0\nosupersub\cf1\f2\fs23 is a label f or the effort to integrate personal information management (PIM), focuse d on individual skills, with knowledge management (KM), which takes an organ izational perspective, in light of expanding knowledge about human cognitive cap abilities and the permeability of organizational boundaries. \par\pard\par\pard\ ql \ul0\nosupersub\cf8\f9\fs23 Focus on Individual Knowledge Worker \par\pard\pa r\pard\ql \ul0\nosupersub\cf1\f2\fs23 PKM is focused on personal productivi ty improvement for knowledge workers in this environment. While the focus is the individual, the goal of PKM is to enable individuals to operate better in both in formal organizations and in looser work groupings. This is as opposed t o the traditional view of KM, which appears to be more centered on enabling the corporation to be more effective by "recording" and making available what its pe ople know. \par\pard\par\pard\ql A core focus of PKM is 'personal inquiry', a qu est to find, connect, learn, and explore. \par\pard\par\pard\ql PKM is a respons e to the idea that knowledge workers increasingly need to be responsible for the ir own growth and learning. They need processes and tools by which they can eval uate what they know in a given situation, and then seek out ways to fill the gap s when needed. This frequently implies technology, but one can be good at PKM wi thout much in the way of special tools. \par\pard\par\pard\ql - 34 \par\pard\par \pard\ql \ul0\nosupersub\cf32\f33\fs27 \u-3913?\ul0\nosupersub\cf19\f20\fs27 \u l0\nosupersub\cf16\f17\fs27 Connections to Organizations and Groups \par\pard\p ar\pard\ql \ul0\nosupersub\cf1\f2\fs23 PKM has recently been linked to social bo

ok marking, blogging or knowledge logs (K-logs). The idea is individuals use the ir blogs to capture ideas, opinions or thoughts and this 'voicing' will encourag e cognitive diversity, promote free exchanges away from a centralized policed knowledge repository that is additional to ordinary work. \par\pard\par\ pard\ql Some organizations are now introducing PKM 'systems' with some or all of four components: \par\pard\par\pard\ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\n osupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 Just-in-time Canvassing - templates and e-mail canvassing lists that enable people \par looking for experts or expertise to identify and connect with the appropriate pe ople quickly and effectively \par\pard\par\pard\qj \ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 Knowledge Harvesting - software tools that automatically collect appropriate knowledge \p ar residing on subject matter experts' hard drives rather than waiting for it to be contributed to central repositories \par\pard\par\pard\qj \ul0\nosupers ub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\f s23 Personal Content Management - taxonomy processes and desktop search tools that enable \par employees to organize, subscribe to, publish and find in formation that resides on their own desktops \par\pard\par\pard\qj \ul0\nosupers ub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\f s23 Personal Productivity Improvement - knowledge fairs and one-on-one traini ng sessions to \par help each employee make more effective personal use of t he knowledge, learning and technology resources available to them, in the contex t of their own work \par\pard\par\pard\ql \ul0\nosupersub\cf32\f33\fs27 \u-3913? \ul0\nosupersub\cf19\f20\fs27 \ul0\nosupersub\cf20\f21\fs27 PKM Skills \par\pa rd\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 Skills associated with personal knowl edge management. \par\pard\par\pard\ql \ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul 0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 Reflection. Continuou s improvement on how the individual operates. \ul0\nosupersub\cf30\f31\fs19 \u-3 913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 Manage learnin g. Manage how and when the individual learns. \par\pard\par\pard\ql \ul0\nosuper sub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\ fs23 Information literacy. Understanding what information is important and how to find \par unknown information. \par\pard\par\pard\ul0\nosupersub\c f30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 Organizational skills. Personal librarianship? Personal categorization and ta xonomies. \ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ ul0\nosupersub\cf1\f2\fs23 Networking with others. Knowing what your network of people knows. Knowing who \par might have additional knowledge and reso urces to help you \par\pard\par\pard\ql - 35 \par\pard\par\pard\ql \ul0\nosupers ub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\f s23 Researching, paying attention, interviewing and observational 'cultu ral anthropology' \par skills \par\pard\par\pard\qr \ul0\nosupersub\cf30\f31\fs 19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 Communi cation skills. Perception, intuition, expression, visualization, and interpretat ion. \ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\n osupersub\cf1\f2\fs23 Creative skills. Imagination, pattern recognition, appreciation, innovation, inference. Understanding of complex adaptive system s. \par\pard\par\pard\ql \ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\c f31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 Collaboration skills. Coordination, synchronization, experimentation, cooperation, and \par design. \par\par d\par\pard\ql \ul0\nosupersub\cf32\f33\fs27 \u-3913?\ul0\nosupersub\cf19\f20\fs2 7 \ul0\nosupersub\cf20\f21\fs27 KM concepts \par\pard\par\pard\ql \ul0\nosuper sub\cf1\f2\fs23 The Knowledge management discourse has adopted, invented and ref ined concepts from a wide range of disciplines and practices. There follows a li st of concepts and language in use in the field. At the moment there is no clear consensus on what is or is not a core concept. The ordering of the list has no significance. Some knowledge of these terms and their background could be summar ized as \ul0\nosupersub\cf14\f15\fs23 what one should know to be considered a pr oficient KM adviser and knowledge worker \par\pard\par\pard\qj \ul0\nosupersub\c f30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf14\f15\fs2

3 Corporate memory\ul0\nosupersub\cf1\f2\fs23 - a collection of best practi ces, heuristics, process documents and \par other texts that help define ho w a business operates. (Related terms: organizational memory or group memory) . Capturing, maintaining, and growing a knowledge base, selecting appropriate te chnologies, and motivating quality contributions are all key KM themes. \par\par d\par\pard\qj \ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs1 9 \ul0\nosupersub\cf14\f15\fs23 Intellectual capital\ul0\nosupersub\cf1\f2\f s23 - the intangible assets of a firm. These include competencies, culture \par and connections that enable and foster innovation, agility, awareness, adaptatio n and corporate survival. KM plays a role in mapping, recording, evalua ting, stewarding, marketing and growing intellectual capital and knowledge asse ts. \par\pard\par\pard\qj \ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\ cf31\f32\fs19 \ul0\nosupersub\cf14\f15\fs23 Personal knowledge management\ul 0\nosupersub\cf1\f2\fs23 - a KM theme that focuses on individual responsibility \par for learning, connecting, organizing and producing knowledge. This is cl osely tied to blogging, personal information management and branding. \par\pard\ par\pard\ql \ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 tacit knowledge \par\pard\par\pard\ql - 36 \par\ pard\ul0\nosupersub\cf30\f31\fs19 \u-3913? \u-3913? \u-3913? \u-3913? \u-3913? \ u-3913? \u-3913? \u-3913? \ul0\nosupersub\cf1\f2\fs23 knowledge harvesting busin ess intelligence knowledge transfer social capital\par\par social networking, Kn owledge Ecosystems Knowledge representation DIKW (data / information / knowledge / wisdom) \par\pard\par\pard\ql \ul0\nosupersub\cf30\f31\fs19 \u-3913? \ul0\nos upersub\cf14\f15\fs23 codification vs. personalization\ul0\nosupersub\cf1\f2\fs2 3 - the trade-off between capture and storage of explicit \par information and making connections to people who know as well as to acquire external knowledge y ourself. \par\pard\par\pard\ul0\nosupersub\cf30\f31\fs19 \u-3913? \ul0\nosupersu b\cf14\f15\fs23 Exploration vs. exploitation \ul0\nosupersub\cf1\f2\fs23 - Explo ration focuses on discovery, opening up to new \par concepts and ideas. Expl oitation as it says is making those ideas work in practice. The general argument is that you cannot focus on both at the same time, but that both are necessary in a system \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf30\f31\fs19 \u-3913?}\cell{\ul0\nosupe rsub\cf14\f15\fs23 Practice vs. process}\cell{\ul0\nosupersub\cf1\f2\fs23 - t he balance between informal learning and strictly defined}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 repeatable activities. .}\cell {}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf30\f31\fs19 \u-3913? \ul0\nosupersub\cf 14\f15\fs23 After action reviews (AARs)\ul0\nosupersub\cf1\f2\fs23 - learning b y gathering participants after completion of a \par significant project, exp loring, reflecting, recording advances and mistakes. \par\pard\par\pard\ql \ul0\ nosupersub\cf30\f31\fs19 \u-3913? \ul0\nosupersub\cf14\f15\fs23 Peer reviews\ul0 \nosupersub\cf1\f2\fs23 - inviting colleagues who have experience with similar projects to share \par their tips, tricks and lessons learned before starting o ut. \par\pard\par\pard\ql - 37 \par\pard\par\pard\ql \ul0\nosupersub\cf30\f31\fs 19 \u-3913?\ul0\nosupersub\cf31\f32\fs19 \ul0\nosupersub\cf14\f15\fs23 Knowl

edge mapping & audits\ul0\nosupersub\cf1\f2\fs23 - discovering opportunities, k nowledge gaps and charting \par flows. A survey to understand where current know ledge is created and who needs it. \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf 31\f32\fs19 \ul0\nosupersub\cf14\f15\fs23 Lessons learned (learning histor ies)}\cell{\ul0\nosupersub\cf1\f2\fs23 - a systematic review of failures and su ccesses}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 conducted by a neutral party .}\cell {}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qj \ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf3 1\f32\fs19 \ul0\nosupersub\cf1\f2\fs23 Narrative - growing in use in KM base d on an adoption of "we always know more than \par we say" to add "and we a lways say more than we can write down\u8221?. The use of narrative is growing in knowledge management as an alternative to content management and CoP and is lin ked in part to social computing. \par\pard\par\pard\ql - 38 \par\pard\par\pard\q l \ul0\nosupersub\cf5\f6\fs31 WHY KNOWLEDGE MANAGEMENT? \par\pard\par\pard\ql \u l0\nosupersub\cf1\f2\fs23 In this competitive knowledge economy, our most valuab le asset is the knowledge asset. It is often said that, in this economy it is no t what \u8220?we own,\u8221? but what \u8220?we know\u8221?. That would give us the competitive advantage. We must therefore, quickly learn the strategies and m anagement techniques of knowledge Age. In short, we must adopt practice of knowl edge management to strengthen our competitive advantage. \par\pard\par\pard\ql K M provides an enabling framework to leverage \u8220?collective knowledge.\u8221? When KM becomes \u8220?the way we work, it helps us deliver on strategic prior ities and business goals - growth, innovation, speed of response, quality of response, faster time to market, strengthen organizational learning, protect functional and operational excellence in a dis-aggregated organiz ational structure. \par\pard\par\pard\ql - 39 \par\pard\par\pard\ql \ul0\nosuper sub\cf5\f6\fs31 AN OVERVIEW OF KNOWLEDGE PROCESSES \par\pard\par\pard\ql \ul0\no supersub\cf14\f15\fs23 The key knowledge management processes are: \par\pard\par \pard\ql \ul0\nosupersub\cf1\f2\fs23 \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0 \nosupersub\cf1\f2\fs23 Linking people to people in teams through formal/infor mal structures, for them to effectively \par share knowledge. \par\pard\par\p ardA community of Practice (CoP) is one such useful structure. In lar ge organizations with geographical spread, multiple business units, busin esses, organizational silos are likely to constrain effective knowledge of the enterprise. Communities of practice (knowledge communities or teams) formed around core competencies of the company help overcome this constraint. \ par\pard\par\pard\ql A CoP is a team of people who are practitioners o f a well-defined knowledge domain (Packaging, engineering, sales etc.) who c ome together to capture, create and share relevant knowledge, in pursuit of busi ness excellence. Such a team is empowered to develop and deliver relevant traini ng programs to build the capability in the knowledge domain. \par\pard\par\pard\ ql \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Linking people to information/knowledge repositories/best practices. \par\pard\par\pard\ ql Intranets with efficient search engines provide an effective way to connect p eople to knowledge repositories. \par\pard\par\pard\ql - 40 \par\pard\par\pard\q l \ul0\nosupersub\cf5\f6\fs31 BARRIERS FOR IMPLEMENTING KNOWLEDGE MANAGEMENT \pa

r\pard\par\pard\ql \ul0\nosupersub\cf33\f34\fs23 Conceptual/mindset related issu es: \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 We need to create a cultur e of sharing. Often knowledge is seen as power and in a competitive environment there could be a tendency to hoard knowledge. Key to success of KM is creation o f knowledge sharing culture and elimination of organizational and cultur al barriers for communication. We should move from \u8220?hoarding of knowledg e to gain power\u8221? to \u8220?sharing of knowledge to gain power.\u8221? \par \pard\par\pard\ql \ul0\nosupersub\cf33\f34\fs23 Operational issues: \par\pard\pa r\pard\ql \ul0\nosupersub\cf1\f2\fs23 Time - The typical executive is already ha rd pressed for time. He has no time for an additional initiative, if it is seen as a diversion from focus on immediate results. So, it is important to integrate KM into existing business processes in the company and embed into workflow. KM should not be seen as a separate initiative, but should be integrated into curre nt workflow as a more effective way to achieve business results. \par\pard\par\p ard\ql The experience of practitioners of KM demonstrates that it succeeds only when we are able to signal to employees, strong senior management endorsement fo r KM. Like all organizational transformation processes, KM needs to be led by se nior management. \par\pard\par\pard\ql Knowledge Management programs are typ ically tied to organizational objectives and are intended to achieve speci fic outcomes, these can include, improved performance, competitive advantage inn ovation, lessons learnt transfer (for example between projects) and the general development of collaborative practices. \par\pard\par\pard\ql One aspect of Kno wledge Management, knowledge transfer, has always existed in one form or another . Examples include on-the-job peer discussions, formal apprenticeship, d iscussion \par\pard\par\pard\ql - 41 \par\pard\par\pard\ul0\nosupersub\cf1\f2\fs 23 forums, corporate libraries, professional training and mentoring progr ams. However, with computers becoming more widespread in the second hal f of the 20th century, specific adaptations of technology such as knowledge bases, expert systems, and knowledge repositories have been introduced to furthe r simplify the process. \par\pard\par\pard\ql Knowledge Management programs atte mpt to manage the process of creation (or identification), accumulation and ap plication of knowledge across an organization. As such Knowledge Managem ent is frequently linked to the idea of the learning organization althoug h neither practice encompasses the other. Knowledge Management may be d istinguished from Organizational Learning by a greater focus on specific knowle dge assets and the development and cultivation of the channels through which kno wledge flows. \par\pard\par\pard\ql Frequent Knowledge Management practices incl ude: \par\pard\par\pard\ql \ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub \cf31\f32\fs19 \ul0\nosupersub\cf14\f15\fs23 enabling organizational pract ices\ul0\nosupersub\cf1\f2\fs23 , such as Communities of Practice and cor porate \par Yellow Page directories for accessing key personnel and expertis e \par\pard\par\pard\ql \ul0\nosupersub\cf30\f31\fs19 \u-3913?\ul0\nosupersub\cf 31\f32\fs19 \ul0\nosupersub\cf14\f15\fs23 enabling technologies\ul0\nosupers ub\cf1\f2\fs23 such as knowledge bases and expert systems, help desks, corporat e \par intranets and extranets, Content Management, wikis and Document Manageme nt \par\pard\par\pard\ql - 42 \par\pard\par\pard\ql \ul0\nosupersub\cf5\f6\fs31 CHALLENGES FOR HR PROFESSIONALS IN THE KNOWLEDGE INDUSTRY \par\pa rd\par\pard\ql \ul0\nosupersub\cf13\f14\fs23 \u8220?Coming together is a beginni ng; keeping together is progress; working together is success\u8221? \par\pard\p ar\pard\ql \ul0\nosupersub\cf1\f2\fs23 The new millennium is here & this i s definitely not a bad time for professionals to gear themselves up and th ink about the future, their future! It is time to plan, envision, prioritize and set goals for the new millennium. \par\pard\par\pard\ql The challenge is not ju st in terms of updating technologies but also in terms of keeping young workforc e motivated and challenged at all the time. This breed of young and energetic individuals is challenging a lot of the time-tested theories of emplo yee recruitment, staffing, motivation and general HR practices. There are lots o f challenges while recruiting these young bloods. They are as under: \par\pard\p ar\pard\ql \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Attract people with multidimensional experiences and skills. \u-3913?\ul0\nosupe

rsub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Infuse fresh blood in the orga nization. \par\pard\par\pard\ql \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosu persub\cf1\f2\fs23 Develop a culture that attracts people. \par\pard\par\pard\ ql \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Design e ntry pay that competes on quality and not quantum. \par\pard\par\pard\ql Hence i t follows that the role of HR will be: \par\pard\par\pard\ql \u-3913?\ul0\nosupe rsub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 To develop fully "self-express ed" individuals. \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\f s23 To enable and facilitate their effective participation in teams. \par\pard \par\pard\ql We need to increase the credibility of HR within the organization t hat can be done by: \par a) Being accurate in all HR work \par\pard\par\p ard\ql b) Being predictable and maintaining consistency \par\pard\par\pardc) Mee ting commitment to do what we say on time and within specified budget d) Being p ersonally comfortable with peers, subordinates and superiors. \par - 43 \pa r\pard\par\pard\ql \ul0\nosupersub\cf32\f33\fs27 \u-3913?\ul0\nosupersub\cf19\f2 0\fs27 \ul0\nosupersub\cf16\f17\fs27 How then do HR processes and practices im pact the knowledge sharing in \par a firm? \par\pard\par\pard\ql \ul0\nosup ersub\cf1\f2\fs23 Some of the HR processes and practices that should be aligned to strengthen knowledge management are as follows: \par\pard\par\par d\u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Job rotat ions: Well-planned job (role) rotations across geographical locations and \par businesses in a firm help not only people development, but also provide an important vehicle for transfer of knowledge and best practices, even though a n organization cannot obviously depend on this as the main source of knowledge t ransfer. \par\pard\par\pard\u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersu b\cf1\f2\fs23 Networked organization : A networked organization with people pl aying multiple roles, \par being part of multiple teams- a vertical team (B usiness/category) as well a horizontal team (functional/knowledge domain), is the way forward to effectively \u8220?leverage \par collective knowl edge\u8221? of an enterprise. HR should play a key role in developing such a net worked organization, through sponsorship and or facilitation of knowledg e communities, cutting across formal organizational silos. \par\pard\par\pard\qj \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Training: Learning and knowledge are inter-linked. Knowledge strategies should \pa r encompass learning initiatives and knowledge initiatives need to converge with training program needs to focus on functional and business speci fic skill development programs as well as competency development focused program s. \par\pard\par\pard\qj \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\ cf1\f2\fs23 Knowledge communities (Teams), as the owners and users of the know ledge, should play \par an active role in developing suitable course material fo r the functional and business specific courses. \par\pard\par\pard\ql \u-3913?\u l0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 E - Learning is on li ne learning. It is made available through company web sites and \par even thr ough CD - ROMs. It allows the learner to enroll in to courses or programs of \pa r\pard\par\pard\ql - 44 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 their choice and acquire knowledge at their own pace at the place of their choice . Corporate online universities, exclusive learning space to induct managers or develop future leaders, ongoing programs for sales personnel and induction into new products and services are some of the e-learning offerings, some of the companies are making available to their employees to develop themselves. E- Learning provides the benefit of convenience\u8212?allows the learner to do the learning at his or her pace, flexibility -Learner does not have to sacrifice a training program because of its clash with customer or personal visit, and ea se of learning. Experience in US / Europe seems to confirm that elearning also s aves cost. As of now Band width might pose some constraints, but with fast chang ing IT infrastructure, even in India, this could offer interesting opportunities . \par\pard\par\pard\qj \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\c f1\f2\fs23 Another very useful role HR could play is to capture stories of suc cess and failures in the \par company, archive them in the company training ce ntre for reference for future. This would not only support learning but could pr

event repeat same mistakes. \par\pard\par\pard\qj \u-3913?\ul0\nosupersub\cf10\f 11\fs23 \ul0\nosupersub\cf1\f2\fs23 Culture Change: Leveraging collective kno wledge is possible only when people value \par building on each other\u8217?s i deas and sharing their insights. Much of this shaped by the culture of the or ganization. In some cultures, where knowledge is seen as power, knowled ge sharing may be seen to be in conflict with individual\u8217?s personal intere st. Therefore, institutionalization of knowledge management requires HR to focus on the managing the culture change/mindset of the people to strengthen collabo rative team working and knowledge sharing. \par\pard\par\pard\ql - 45 \par\pard \par\pard\ql \ul0\nosupersub\cf32\f33\fs27 \u-3913?\ul0\nosupersub\cf19\f20\fs27 \ul0\nosupersub\cf16\f17\fs27 How can we create a knowledge sharing culture? \par\pard\par\pard\ql \ul0\nosupersub\cf14\f15\fs23 Realign incentive and reward program: \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 \u8220?People do not do what you tell them, but what you measure them for.\u8221? HR needs to instit ute a system of rewards and recognition, training and performance development pr actices- activities that reinforce the discipline of sharing, documenting knowle dge and reuse of others ideas with pride to achieve business goals. \par\pard\pa r\pard\ql People in business most often behave in a way that increases their car eer opportunities, reward individual effort or task achievement. They reward som ething done in a crisis, but most incentive programs do not reward avoiding a cr isis. The best KM practitioners reward employees for learning, sharing and colla borating. \par\pard\par\pard\ql \ul0\nosupersub\cf33\f34\fs23 APQC\u8217?s four -step knowledge management strategy for human resources professionals foll ows. \par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 1. Identify\ul0\nosupersu b\cf1\f2\fs23 -- Determine what knowledge is critical for the success of the en terprise. \par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 2. Capture\ul0\nosu persub\cf1\f2\fs23 -- Collect critical knowledge using techniques such as interviews and best practices submissions. \par\pard\par\pard\ql \ul0\nosuper sub\cf7\f8\fs23 3. Retain\ul0\nosupersub\cf1\f2\fs23 -- Store the captured know ledge in a format where it can be easily retrieved for use at a later time. \par \pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 4. Transfer\ul0\nosupersub\cf1\f2\ fs23 -- Transfer through training, apprenticeships, mentoring, and other opport unities. \par\pard\par\pard\ql - 46 \par\pard\par\pard\ql \ul0\nosupersub\cf5\f6 \fs31 RESEARCH METHODOLOGY \par\pard\par\pard\ul0\nosupersub\cf20\f21\fs27 Objec tive of the study:\ul0\nosupersub\cf1\f2\fs23 There are three main objectives o f the study as follows: \par 1.\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub \cf1\f2\fs23 To study the status of KM in the organization and to check the com petency of the employees. \par\pard\par\pard\ql 2.\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 To study the perception of employees on the basis of job profile towards KM 3.\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f 2\fs23 To practice research methodology as a student \par\pard\par\pard\ql \ul0 \nosupersub\cf20\f21\fs27 Research design:\ul0\nosupersub\cf10\f11\fs23 \ul0\no supersub\cf1\f2\fs23 Exploratory as well as descriptive \par\pard\par\pard\ql \u l0\nosupersub\cf20\f21\fs27 Universe:\ul0\nosupersub\cf10\f11\fs23 \ul0\nosuper sub\cf1\f2\fs23 Universe belongs to E, F and G grade employees belonging to KRIB HCO, out of which 50 samples is selected. \par\pard\par\pard\ql \ul0\nosupersub\ cf20\f21\fs27 Sampling design:\ul0\nosupersub\cf1\f2\fs23 Stratified random sam pling design \ul0\nosupersub\cf20\f21\fs27 Research method:\ul0\nosupersub\cf10\ f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Survey method \par\pard\par\pard\ql \ul0\n osupersub\cf20\f21\fs27 Research tool: \ul0\nosupersub\cf1\f2\fs23 Questionnaire and informal personal interview \ul0\nosupersub\cf20\f21\fs27 Sources of data c ollection:\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Primary dat a and secondary data \ul0\nosupersub\cf20\f21\fs27 Sample size:\ul0\nosupersub\c f10\f11\fs23 50 \par\pard\par\pard\ql \ul0\nosupersub\cf20\f21\fs27 Research ar ea:\ul0\nosupersub\cf1\f2\fs23 KRIBHCO, SURAT(Hazira) \par\pard\par\pard\ql - 4 7 \par\pard\par\pard\ql \ul0\nosupersub\cf8\f9\fs23 Limitations of research stud y: \ul0\nosupersub\cf1\f2\fs23 While conducting research, at most care was taken to collect data in unprejudiced manner to make this study precise and truthful. But, due to certain unavoidable reasons, there are certain limitat ions which are as mentioned below. \par\pard\par\pard\ql \u-3913?\ul0\nosupersub

\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 This study engrosses only a p art of total number of employees working at Surat \par manufacturing pl ant. \par\pard\par\pard\u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf 1\f2\fs23 Research was to be conducted maintaining the decorum of the company. \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Employees were busy in their work and thus did not spare much time to respond openly \par to the questions asked. \par\pard\par\pard\ql \u-3913?\ul0\nosupersub\cf10\f11\f s23 \ul0\nosupersub\cf1\f2\fs23 Information and responses given by the respon dents may be a biased due to several \par reasons. \par\pard\par\pard\u-39 13?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Limited time spa n for carrying out study also restricted the research work. \u-3913?\ul0\nosuper sub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 As company is too large, as per their tactics and guiding principle employees were not \par ready to disclos e confidential facets. \par\pard\par\pard\ql - 48 \par\pard\par\pard\ql \ul0\nos upersub\cf5\f6\fs31 DATA ANALYSIS AND INTERPRETATION \par\pard\par\pard\ql \ul0\ nosupersub\cf1\f2\fs23 As reported earlier, the objective of the research is to get an idea regarding the competency level of the employees and to check status of KM in the organization. Through exploratory study data collection was done. I t is based on the main parameter namely job profile. Frequency distribution meth od is used for data analysis. \par\pard\par\pard\ql Job profile includes foll owing three main categories: \ul0\nosupersub\cf7\f8\fs23 Chief Managers, S r. Managers, Managers, and Dy. Managers. \par\pard\par\pard\ql Graph showing th e age of respondents: \par\pardAGE 20-25 26-30 31-35 36-40 41-45 46-50 50 & \par \pard\par\pard\ql Above \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 No. of}\cell{\ul0\nosupersub \cf7\f8\fs23 0}\cell{\ul0\nosupersub\cf7\f8\fs23 0}\cell{\ul0\nosupersub\cf7\f8\ fs23 0}\cell{\ul0\nosupersub\cf7\f8\fs23 1}\cell{\ul0\nosupersub\cf7\f8\fs23 3}\ cell{\ul0\nosupersub\cf7\f8\fs23 18}\cell{\ul0\nosupersub\cf7\f8\fs23 28}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql \ul0\nosupersub\cf35\f36\ fs20 30 \par\pard\par\pard\qj 25 20 15 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf35\f36\fs20 AGE}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf35\f36\fs20 10}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf35\f36\fs20 31-35}\cell{\ul0\nosupersub\cf35\f36\fs20 36-40}\cell{\ul0\nosupersub\cf35\f36\fs20 41-45}\cell{\ul0\nosupersub\cf35\f36\f s20 46-50}\cell{\ul0\nosupersub\cf35\f36\fs20 50 & >}\cell \cell

\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf7\f8\fs23 Graph showing the years of experience of the respondents:}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 YEAR}\cell {}\cell{\ul0\nosupersub\cf7\f8\fs23 0-5}\cell{\ul0\nosupersub\cf7\f8\fs23 6-15}\ cell {}\cell{\ul0\nosupersub\cf7\f8\fs23 16-25}\cell{\ul0\nosupersub\cf7\f8\fs23 26-3 0}\cell{\ul0\nosupersub\cf7\f8\fs23 30 & Above}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 No. of}\cell {}\cell{\ul0\nosupersub\cf7\f8\fs23 0}\cell{\ul0\nosupersub\cf7\f8\fs23 1}\cell {}\cell{\ul0\nosupersub\cf7\f8\fs23 17}\cell{\ul0\nosupersub\cf7\f8\fs23 20}\cel l{\ul0\nosupersub\cf7\f8\fs23 12}\cell {\trowd\trautofit1\intbl

\cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs 23 - 49 \par\pard\par\pard\qj \ul0\nosupersub\cf36\f37\fs18 20 15 10 \par\pard\p ar\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf36\f37\fs18 EXPERIENCE}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf36\f37\fs18 5}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf36\f37\fs18 0}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf36\f37\fs18 6--15}\cell{\ul0\nosupersu b\cf36\f37\fs18 16--25}\cell{\ul0\nosupersub\cf36\f37\fs18 26--30}\cell{\ul0\nos upersub\cf36\f37\fs18 30 & >}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf16\f17\fs27 QUESTIONS}\cell \cell \cell

\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 1. rding to your job profile?}\cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 YES}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 NO}\cell{\ul0\nosupersub\cf1\f2\fs23 CAN\u82 17?T SAY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 45}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\cell{\ul0\nosupersub\cf1\f2\fs23 0}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf37\f38\fs18 50}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} Do you feel you are doing the job acco

\trowd\trautofit1\intbl{\ul0\nosupersub\cf37\f38\fs18 40}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf37\f38\fs18 30}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf37\f38\fs18 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf37\f38\fs18 20}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf37\f38\fs18 Yes}\cell{\ul0\nosupersub\ cf37\f38\fs18 No}\cell{\ul0\nosupersub\cf37\f38\fs18 Can't Say}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\c f1\f2\fs23 From the above table and chart we can say that 90% of the respondents agrees that they are doing the job according to their job profile while the 10% disagree. \par\pard\par\pard\ql - 50 \par\pard\par\pard\ql \ul0\nosupersub\cf1\ f2\fs23 2. Do you finish every work assigned to you within the time limit? \par\ pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 ALWAYS}\cell{\ul0\nosupersub\cf1\f2\fs23 SOMETIMES}\cell{\ul0\nosup ersub\cf1\f2\fs23 NEVER}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 42}\cell{\ul0\nosupersub\cf1\f2\fs23 8}\cell{\ul0\nosuper sub\cf1\f2\fs23 0}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf38\f39\fs18 50}\cell

{\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf38\f39\fs18 40}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf38\f39\fs18 30}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf38\f39\fs18 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf38\f39\fs18 20}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf38\f39\fs18 Yes}\cell{\ul0\nosupersub\ cf38\f39\fs18 No}\cell{\ul0\nosupersub\cf38\f39\fs18 Can't Say}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\c f1\f2\fs23 From the above table and chart we can say that 84% of respondents alw ays finishes every work assigned to them within the time limit, while 16% someti me complete their work in time. \par\pard\par\pard\ql 3. Do you require the g uidance from your superior? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 ALWAYS}\cell{\ul0\nosupersub\cf1\f2\fs23 SOMETIMES}\cell{\ul0\nosup ersub\cf1\f2\fs23 NEVER}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 0}\cell{\ul0\nosupersub\cf1\f2\fs23 45}\cell{\ul0\nosuper sub\cf1\f2\fs23 4}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf39\f40\fs18 50}\cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf39\f40\fs18 40}\cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf39\f40\fs18 30}\cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf39\f40\fs18 No. of Employees}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf39\f40\fs18 20}\cell {}\cell {}\cell {}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160

\cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf39\f40\fs18 Always}\cell{\ul0\nosupers ub\cf39\f40\fs18 Sometimes}\cell{\ul0\nosupersub\cf39\f40\fs18 Never}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 - 51 \par\pard\par\pard\ql \u l0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\cf1\f2\fs23 From the above table and chart it is clear that 90% of respondents sometimes need guidance fro m their superiors while 8% never need any guidance from their superior. \par\par d\par\pard\ql 4. Do you feel you need training to perform your work? \par\par d\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 YES}\cell{\ul0\nosupersub\cf1\f2\fs23 NO}\cell{\ul0\nosupersub\cf1\ f2\fs23 CAN\u8217?T SAY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 14}\cell{\ul0\nosupersub\cf1\f2\fs23 32}\cell{\ul0\nosupe rsub\cf1\f2\fs23 4}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qj \ul0\nosupersub\cf40\f41\fs20 35 30 25 20 \par\pard\par\p ard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf40\f41\fs20 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf40\f41\fs20 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf40\f41\fs20 Yes}\cell{\ul0\nosupersub\ cf40\f41\fs20 No}\cell{\ul0\nosupersub\cf40\f41\fs20 Can't Say}\cell {\trowd\trautofit1\intbl

\cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\c f1\f2\fs23 From the above table and chart its clear that 28% of respondents feel they need training to perform their work, 64% do not need training to perform t heir work, while 8% were unable to say anything about this. \par\pard\par\pard\q l 5. Do you feel the type of work you were performing at the time of your jo ining and today is the same? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 YES}\cell{\ul0\nosupersub\cf1\f2\fs23 NO}\cell{\ul0\nosupersub\cf1\ f2\fs23 CAN\u8217?T SAY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 14}\cell{\ul0\nosupersub\cf1\f2\fs23 36}\cell{\ul0\nosupe rsub\cf1\f2\fs23 0}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql - 52 \par\pard\par\pard\qj \ul0\nosupersub\cf41\f42\fs18 40 35 30 25 20 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf41\f42\fs18 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf41\f42\fs18 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf41\f42\fs18 Yes}\cell{\ul0\nosupersub\ cf41\f42\fs18 No}\cell{\ul0\nosupersub\cf41\f42\fs18 Can't Say}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\c f1\f2\fs23 From the above table and chart we can say that 28% of respondents agr ees that the type of work they were performing at the time of their joining and today is the same while 72% respondents disagree to the statement. \par\pard\par \pard\ql 6. Does competency mapping helps you to do manpower planning? \par\p

ard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 YES}\cell{\ul0\nosupersub\cf1\f2\fs23 NO}\cell{\ul0\nosupersub\cf1\ f2\fs23 CAN\u8217?T SAY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 43}\cell{\ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosuper sub\cf1\f2\fs23 6}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf42\f43\fs21 50}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf42\f43\fs21 40}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf42\f43\fs21 30}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf42\f43\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf42\f43\fs21 20}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf42\f43\fs21 Yes}\cell{\ul0\nosupersub\ cf42\f43\fs21 No}\cell{\ul0\nosupersub\cf42\f43\fs21 Can't Say}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 - 53 \par\pard\par\pard\ql \u

l0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\cf1\f2\fs23 From above we can say that 86% of respondents admits that competency mapping helps them to do manpower planning and only 2% disagreed while 12% didn\u8217?t answered. \par\pa rd\par\pard\ql 7. Do you perform competency mapping regularly in your company ? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 YES}\cell{\ul0\nosupersub\cf1\f2\fs23 NO}\cell{\ul0\nosupersub\cf1\ f2\fs23 CAN\u8217?T SAY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 30}\cell{\ul0\nosupersub\cf1\f2\fs23 10}\cell{\ul0\nosupe rsub\cf1\f2\fs23 10}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qj \ul0\nosupersub\cf43\f44\fs20 30 25 20 15 \par\pard\par\p ard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf43\f44\fs20 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf43\f44\fs20 10}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf43\f44\fs20 Yes}\cell{\ul0\nosupersub\ cf43\f44\fs20 No}\cell{\ul0\nosupersub\cf43\f44\fs20 Can't Say}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\cf1\f2\fs23 From above we can say that 60% of respondents admits that competency mapping is}\cel l \cell {\trowd\trautofit1\intbl

\cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 done regularly in KRIBHCO where as 20% disag reed and 20% didn\u8217?t answered.}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 8.}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 Does Recruitment and Selection processes carried out considering competency of the}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 individuals?}\cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 YES}\cell{\ul0\nosupersub\cf1\f2\fs23 NO}\cell{\ul0\nosupersub\cf1\ f2\fs23 CAN\u8217?T SAY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 35}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\cell{\ul0\nosuper sub\cf1\f2\fs23 9}\cell {\trowd\trautofit1\intbl

\cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql - 54 \par\pard\par\pard\qj \ul0\nosupersub\cf44\f45\fs19 35 30 25 20 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf44\f45\fs19 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf44\f45\fs19 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf44\f45\fs19 Yes}\cell{\ul0\nosupersub\ cf44\f45\fs19 No}\cell{\ul0\nosupersub\cf44\f45\fs19 Can't Say}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\cf1\f 2\fs23 From above its clear that 70% of respondents agrees that Recruitment and Selection processes carried out considering competency of the individuals while 10% respondents disagreed. \par\pard\par\pard\ql 9. Does competency mapping helpful in individual\u8217?s career development? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 YES}\cell{\ul0\nosupersub\cf1\f2\fs23 NO}\cell{\ul0\nosupersub\cf1\ f2\fs23 CAN\u8217?T SAY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 42}\cell{\ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosuper sub\cf1\f2\fs23 7}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qj \ul0\nosupersub\cf43\f44\fs20 45 40 35 30 25 \par\pard\pa r\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf43\f44\fs20 20}\cell{\ul0\nosupersub\c f43\f44\fs20 No. of Employees}\cell

{\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qc 15 10 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf43\f44\fs20 Yes}\cell{\ul0\nosupersub\ cf43\f44\fs20 No}\cell{\ul0\nosupersub\cf43\f44\fs20 Can't Say}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\c f1\f2\fs23 From above its clear that 84% believes that competency mapping is he lpful in individual\u8217?s career development while only 2% disagreed to the st atement. \par\pard\par\pard\ql - 55 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2 \fs23 10. Knowledge is critical for your kind of organization? \par\pard\par\ pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 YES}\cell{\ul0\nosupersub\cf1\f2\fs23 NO}\cell{\ul0\nosupersub\cf1\ f2\fs23 CAN\u8217?T SAY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 39}\cell{\ul0\nosupersub\cf1\f2\fs23 8}\cell{\ul0\nosuper sub\cf1\f2\fs23 3}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qj \ul0\nosupersub\cf43\f44\fs20 40 35 30 25 20 \par\pard\pa r\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf43\f44\fs20 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf43\f44\fs20 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf43\f44\fs20 Yes}\cell{\ul0\nosupersub\cf43\f44\fs20 No }\cell{\ul0\nosupersub\cf43\f44\fs20 Can't Say}\cell

\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell {}\cell{\ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\cf1\f2\fs23 From above table and chart its clear that 78% respondents believes that Knowledge}\c ell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 is critical for their organization while 16% disagreed.}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 11. What are the sources of knowledge in thi s organization?}\cell \cell \cell

\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 A) Reports and}\cell{\ul0\nosupersub\cf1\f2\ fs23 B) Meetings and}\cell{\ul0\nosupersub\cf1\f2\fs23 C) Experience of}\cell{\u l0\nosupersub\cf1\f2\fs23 D) Others}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 journals}\cell{\ul0\nosupersub\cf1\f2\fs23 g roup}\cell{\ul0\nosupersub\cf1\f2\fs23 the incidence}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 discussions}\cell{\ul0\nosupersub\cf1\f2\fs2 3 sharing}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 18}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 35}\cell{\ul0\nosupersub\cf1\f2\fs23 24}\cel l{\ul0\nosupersub\cf1\f2\fs23 6}\cell {\trowd\trautofit1\intbl

\cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql - 56 \par\pard\par\pard\q j \ul0\nosupersub\cf45\f46\fs20 35 30 25 20 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf45\f46\fs20 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf45\f46\fs20 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf45\f46\fs20 A}\cell{\ul0\nosupersub\cf 45\f46\fs20 B}\cell{\ul0\nosupersub\cf45\f46\fs20 C}\cell{\ul0\nosupersub\cf45\f 46\fs20 D}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\c f1\f2\fs23 From above table and chart its clear that 18 employees feel Reports a nd journals, 35 feel Meetings and group discussions, 24 Experience of the incide nce sharing, and 6 feels others are the sources of knowledge in KRIBHCO. \par\pa rd\par\pard\ql 12. How knowledge is shared among different departments of this organization? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 A) Formal meetings}\cell{\ul0\nosupersub\cf1\f2\fs23 B) Informal me etings/chat}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employees}\cell{\ul0 \nosupersub\cf1\f2\fs23 42}\cell{\ul0\nosupersub\cf1\f2\fs23 17}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf46\f47\fs20 50}\cell

{\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf46\f47\fs20 40}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf46\f47\fs20 30}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf46\f47\fs20 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf46\f47\fs20 20}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf46\f47\fs20 A}\cell{\ul0\nosupersub\cf 46\f47\fs20 B}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\c f1\f2\fs23 Looking to above graph it can be said that 42 respondents feel that k nowledge is shared among different departments through formal meetings whereas 17 says that informal meetings is the way to share knowledge. \par\pard\par\pard \ql - 57 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 13. What is the curr ent status of knowledge management in your company? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 A) Not in}\cell{\ul0\nosupersub\cf1\f2\fs23 B) Nascent stage}\cell{ \ul0\nosupersub\cf1\f2\fs23 C) Introduction}\cell{\ul0\nosupersub\cf1\f2\fs23 D) Growth stage}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 existence at all}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 stage}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456

\cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 6}\cell{\ul0\nosupersub\cf1\f2\fs23 6}\cell{\ul0\nosupersub\cf1\f2\ fs23 8}\cell{\ul0\nosupersub\cf1\f2\fs23 27}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql \ul0\nosupersub\cf46\f47\ fs20 30 \par\pard\par\pard\qj 25 20 15 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf46\f47\fs20 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf46\f47\fs20 10}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf46\f47\fs20 A}\cell{\ul0\nosupersub\cf 46\f47\fs20 B}\cell{\ul0\nosupersub\cf46\f47\fs20 C}\cell{\ul0\nosupersub\cf46\f 47\fs20 D}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\c f1\f2\fs23 It can be inferred that 6 respondents believe that knowledge manageme nt is Not in existence at all, 6 believe its in Nascent stage, 8 believe its in Introduction stage while 27 believe its in Growth stage. \par\pard\par\pard\ql 1 4. Does IT play a part in sharing knowledge in this organization? \par\pard\par \pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 YES}\cell{\ul0\nosupersub\cf1\f2\fs23 NO}\cell{\ul0\nosupersub\cf1\ f2\fs23 CAN\u8217?T SAY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 46}\cell{\ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosuper

sub\cf1\f2\fs23 2}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql - 58 \par\pard\par\pard\qj \ul0\nosupersub\cf48\f49\fs20 50 40 30 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf48\f49\fs20 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf48\f49\fs20 20}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf48\f49\fs20 10}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf48\f49\fs20 0}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf48\f49\fs20 Yes}\cell{\ul0\nosupersub\ cf48\f49\fs20 No}\cell{\ul0\nosupersub\cf48\f49\fs20 Can't Say}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\ cf1\f2\fs23 From the above table and chart we can say that 92% of the respondent s agrees that}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 IT plays a part in sharing knowledge while 2% disagreed and 4% didn\u8217?t answered.}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640

\row} }\par\pard\par\pard\ql 15. Is available knowledge exploited to an adequate ext ent in this organization? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 YES}\cell{\ul0\nosupersub\cf1\f2\fs23 NO}\cell{\ul0\nosupersub\cf1\ f2\fs23 CAN\u8217?T SAY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of Employee}\cell{\ul0\ nosupersub\cf1\f2\fs23 23}\cell{\ul0\nosupersub\cf1\f2\fs23 11}\cell{\ul0\nosupe rsub\cf1\f2\fs23 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf48\f49\fs20 25}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf48\f49\fs20 20}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf48\f49\fs20 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf48\f49\fs20 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf48\f49\fs20 10}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf48\f49\fs20 Yes}\cell{\ul0\nosupersub\ cf48\f49\fs20 No}\cell{\ul0\nosupersub\cf48\f49\fs20 Can't Say}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx8640

\row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences: \ul0\nosupersub\c f1\f2\fs23 From above its clear that 46% respondents agrees that knowledge is ex ploited, 22% believes it is not exploited while 30% didn\u8217?t answered. \par\ pard\par\pard\ql - 59 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 16. Do you undertake additional personal efforts to enhance your knowledge level and i mprove your competency? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 A) Invariably}\cell{\ul0\nosupersub\cf1\f2\fs23 B) Frequently}\ce ll{\ul0\nosupersub\cf1\f2\fs23 C) Rarely}\cell{\ul0\nosupersub\cf1\f2\fs23 D) Ne ver}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 13}\cell{\ul0\nosupersub\cf1\f2\fs23 36}\cell{\ul0\nosupersub\cf1\f 2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 1}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql \ul0\nosupersub\cf50\f51\f s19 40 \par\pard\par\pard\qj 35 30 25 20 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf50\f51\fs19 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf50\f51\fs19 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf50\f51\fs19 A}\cell{\ul0\nosupersub\cf 50\f51\fs19 B}\cell{\ul0\nosupersub\cf50\f51\fs19 C}\cell{\ul0\nosupersub\cf50\f 51\fs19 D}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1 \f2\fs23 : From above its clear that 13 employees invariably undertake additiona l personal efforts to enhance their knowledge level and improve their competency

, 36 take frequently, 1 take rarely and 1 never take any personal efforts to enh ance their knowledge level and improve their competency. \par\pard\par\pard\ql 1 7. What additional personal efforts do you undertake to enhance your knowledge l evel and improve your competency? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 A) None}\cell{\ul0\nosupersub\cf1\f2\fs23 B) Further}\cell{\ul0\nos upersub\cf1\f2\fs23 C) Personal}\cell{\ul0\nosupersub\cf1\f2\fs23 D) Private}\ce ll{\ul0\nosupersub\cf1\f2\fs23 E) Magazines}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 education and}\cell{\ul0\nosupersub\cf1\f2\f s23 effort}\cell{\ul0\nosupersub\cf1\f2\fs23 research work}\cell {}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql training in my \par own time \par\pard\par\pard{

\trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 0}\cell{\ul0\nosupersub\cf1\f2\fs23 20}\cell{\ul0\nosupersub\cf1\f2 \fs23 30}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 1 8}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql - 60 \par\pard\par\pard\qj \ul0\nosupersub\cf51\f52\fs19 30 25 20 15 \par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell {}\cell {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf51\f52\fs19 No. of Employees}\cell \cell

{\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx960 \cltxlrtb\clftsWidth1\cellx1920 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx3840 \cltxlrtb\clftsWidth1\cellx4800 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx6720 \cltxlrtb\clftsWidth1\cellx7680 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf51\f52\fs19 10}\cell \cell \cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx960 \cltxlrtb\clftsWidth1\cellx1920 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx3840 \cltxlrtb\clftsWidth1\cellx4800 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx6720 \cltxlrtb\clftsWidth1\cellx7680 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf51\f52\fs19 5}\cell \cell \cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx960 \cltxlrtb\clftsWidth1\cellx1920 \cltxlrtb\clftsWidth1\cellx2880

\cltxlrtb\clftsWidth1\cellx3840 \cltxlrtb\clftsWidth1\cellx4800 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx6720 \cltxlrtb\clftsWidth1\cellx7680 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf51\f52\fs19 0}\cell \cell \cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx960 \cltxlrtb\clftsWidth1\cellx1920 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx3840 \cltxlrtb\clftsWidth1\cellx4800 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx6720 \cltxlrtb\clftsWidth1\cellx7680 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf51\f52\fs19 A}\cell{\ul0\nosupersub\cf51\f52\fs19 B}\c ell{\ul0\nosupersub\cf51\f52\fs19 C}\cell{\ul0\nosupersub\cf51\f52\fs19 D}\cell{ \ul0\nosupersub\cf51\f52\fs19 E}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx960 \cltxlrtb\clftsWidth1\cellx1920 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx3840 \cltxlrtb\clftsWidth1\cellx4800 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx6720 \cltxlrtb\clftsWidth1\cellx7680 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell

{}\cell{\ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : The above table and graph are explanatory by itself.}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx960 \cltxlrtb\clftsWidth1\cellx1920 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx3840 \cltxlrtb\clftsWidth1\cellx4800 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx6720 \cltxlrtb\clftsWidth1\cellx7680 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 18. Do you share your learning with your co lleagues?}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx960 \cltxlrtb\clftsWidth1\cellx1920 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx3840 \cltxlrtb\clftsWidth1\cellx4800 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx6720 \cltxlrtb\clftsWidth1\cellx7680 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 A) Invariably}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 B) Frequently}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 C) Rarely}\cell{\ul0\nosupersub\cf1\f2\fs23 D) Never}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx960 \cltxlrtb\clftsWidth1\cellx1920

\cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx3840 \cltxlrtb\clftsWidth1\cellx4800 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx6720 \cltxlrtb\clftsWidth1\cellx7680 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 12}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 38}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\fs23 0}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx960 \cltxlrtb\clftsWidth1\cellx1920 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx3840 \cltxlrtb\clftsWidth1\cellx4800 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx6720 \cltxlrtb\clftsWidth1\cellx7680 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql \ul0\nosupersub\cf52\f53\f s21 40 \par\pard\par\pard\qj 35 30 25 20 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf52\f53\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf52\f53\fs21 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf52\f53\fs21 A}\cell{\ul0\nosupersub\cf 52\f53\fs21 B}\cell{\ul0\nosupersub\cf52\f53\fs21 C}\cell{\ul0\nosupersub\cf52\f 53\fs21 D}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1 \f2\fs23 : From above its clear that 12 employees invariably share their learnin g with their colleagues, 38 do it frequently, 2 do it rarely their learning with their colleagues. \par\pard\par\pard\ql - 61 \par\pard\par\pard\ql \ul0\nosuper sub\cf1\f2\fs23 19. Which one is the biggest cultural barrier in knowledge manag ement in company? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 A) \u8216?I am in}\cell{\ul0\nosupersub\cf1\f2\fs23 B) Indifference

}\cell{\ul0\nosupersub\cf1\f2\fs23 C) Lack of}\cell{\ul0\nosupersub\cf1\f2\fs23 D) Lack of open}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 position\u8217? attitude}\cell{\ul0\nosupers ub\cf1\f2\fs23 of people}\cell{\ul0\nosupersub\cf1\f2\fs23 significance and}\cel l{\ul0\nosupersub\cf1\f2\fs23 mindedness}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 towards}\cell{\ul0\nosupersub\cf1\f2\fs23 re cognition to}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 developmental}\cell{\ul0\nosupersub\cf1\f2\f s23 \u8216?knowledge}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 processes}\cell{\ul0\nosupersub\cf1\f2\fs23 sharing\u8217?}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184

\cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 10}\cell{\ul0\nosupersub\cf1\f2\fs23 16}\cell{\ul0\nosupersub\cf1\f 2\fs23 7}\cell{\ul0\nosupersub\cf1\f2\fs23 19}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql \ul0\nosupersub\cf50\f51\f s19 20 \par\pard\par\pard\ql 15 10 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf50\f51\fs19 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf50\f51\fs19 5}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf50\f51\fs19 A}\cell{\ul0\nosupersub\cf 50\f51\fs19 B}\cell{\ul0\nosupersub\cf50\f51\fs19 C}\cell{\ul0\nosupersub\cf50\f 51\fs19 D}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1 \f2\fs23 : The above table and graph are explanatory by itself. \par\pard\par\pa rd\ql 20. How significant is the role that effective KM can play in achieving th e best result with \par respect to the following in company? \par\pard\par\pard\ ql \ul0\nosupersub\cf7\f8\fs23 NOTE: The answers to this question (i.e. from a t o l) is given point-wise from 1to 5 in ascending order. \par\pard\par\pard\ql \u l0\nosupersub\cf1\f2\fs23 a) Improving competitive advantage \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\ fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\ fs23 13}\cell{\ul0\nosupersub\cf1\f2\fs23 8}\cell{\ul0\nosupersub\cf1\f2\fs23 18 }\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql - 62 \par\pard\par\pard\qj \ul0\nosupersub\cf53\f54\fs21 18 16 14 12 10 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf53\f54\fs21 8}\cell{\ul0\nosupersub\cf 53\f54\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qj 6 4 2 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf53\f54\fs21 A}\cell{\ul0\nosupersub\cf 53\f54\fs21 B}\cell{\ul0\nosupersub\cf53\f54\fs21 C}\cell{\ul0\nosupersub\cf53\f 54\fs21 D}\cell{\ul0\nosupersub\cf53\f54\fs21 E}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : The above table and graph are explanatory by itself}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702

\cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 b) Improving customer focus} \cell \cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{ \ul0\nosupersub\cf1\f2\fs23 5}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 0}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 12}\cell{\ul0\nosupersub\cf1\f2\fs23 8}\cell {\ul0\nosupersub\cf1\f2\fs23 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql \ul0\nosupersub\cf54\f55\f s21 16 \par\pard\par\pard\qc 14 12 10 8 \par\pard\par\pard{

\trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 6}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qj 4 2 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 A}\cell{\ul0\nosupersub\cf 54\f55\fs21 B}\cell{\ul0\nosupersub\cf54\f55\fs21 C}\cell{\ul0\nosupersub\cf54\f 55\fs21 D}\cell{\ul0\nosupersub\cf54\f55\fs21 E}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1 \f2\fs23 : The above table and graph are explanatory by itself \par\pard\par\par d\ql - 63 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 c) Innovations \par\ pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\ fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 0}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\cell{\ul0\nosupersub\cf1\f2\ fs23 8}\cell{\ul0\nosupersub\cf1\f2\fs23 18}\cell{\ul0\nosupersub\cf1\f2\fs23 8} \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql \ul0\nosupersub\cf54\f55\f s21 18 \par\pard\par\pard\qj 16 14 12 10 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 8}\cell{\ul0\nosupersub\cf 54\f55\fs21 No. of Employees}\cell

{\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qj 6 4 2 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 A}\cell{\ul0\nosupersub\cf 54\f55\fs21 B}\cell{\ul0\nosupersub\cf54\f55\fs21 C}\cell{\ul0\nosupersub\cf54\f 55\fs21 D}\cell{\ul0\nosupersub\cf54\f55\fs21 E}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : The above table and graph are explanatory by itself}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 d) Inventory reduction}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\ fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\ fs23 10}\cell{\ul0\nosupersub\cf1\f2\fs23 10}\cell{\ul0\nosupersub\cf1\f2\fs23 1 7}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql - 64 \par\pard\par\pard\qj \ul0\nosupersub\cf54\f55\fs21 18 16 14 12 10 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 8}\cell{\ul0\nosupersub\cf 54\f55\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qj 6 4 2 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 A}\cell{\ul0\nosupersub\cf 54\f55\fs21 B}\cell{\ul0\nosupersub\cf54\f55\fs21 C}\cell{\ul0\nosupersub\cf54\f 55\fs21 D}\cell{\ul0\nosupersub\cf54\f55\fs21 E}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : The above table and graph are explanatory by itself}\cell \cell \cell \cell

\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 e) Employee development}\cel l \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\ fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 0}\cell{\ul0\nosupersub\cf1\f2\fs23 6}\cell{\ul0\nosupersub\cf1\f2\ fs23 5}\cell{\ul0\nosupersub\cf1\f2\fs23 12}\cell{\ul0\nosupersub\cf1\f2\fs23 18 }\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql \ul0\nosupersub\cf54\f55\f s21 18 \par\pard\par\pard\qj 16 14 12 10 \par\pard\par\pard{

\trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 8}\cell{\ul0\nosupersub\cf 54\f55\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qj 6 4 2 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 A}\cell{\ul0\nosupersub\cf 54\f55\fs21 B}\cell{\ul0\nosupersub\cf54\f55\fs21 C}\cell{\ul0\nosupersub\cf54\f 55\fs21 D}\cell{\ul0\nosupersub\cf54\f55\fs21 E}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1 \f2\fs23 : The above table and graph are explanatory by itself \par\pard\par\par d\ql - 65 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 f) Cost reduction. \ par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\ fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 6}\cell{\ul0\nosupersub\cf1\f2\ fs23 8}\cell{\ul0\nosupersub\cf1\f2\fs23 8}\cell{\ul0\nosupersub\cf1\f2\fs23 20} \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql \ul0\nosupersub\cf54\f55\f s21 20 \par\pard\par\pard\ql 15 10 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 5}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 0}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 A}\cell{\ul0\nosupersub\cf 54\f55\fs21 B}\cell{\ul0\nosupersub\cf54\f55\fs21 C}\cell{\ul0\nosupersub\cf54\f 55\fs21 D}\cell{\ul0\nosupersub\cf54\f55\fs21 E}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : The above table and graph are explanatory by itself}\cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 g) Revenue growth}\cell \cell \cell

\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\ fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\ fs23 10}\cell{\ul0\nosupersub\cf1\f2\fs23 11}\cell{\ul0\nosupersub\cf1\f2\fs23 1 6}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql - 66 \par\pard\par\pard\qc \ul0\nosupersub\cf54\f55\fs21 16 14 12 10 8 \par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf54\f55\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 6}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 4}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 2}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 0}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 A}\cell{\ul0\nosupersub\cf 54\f55\fs21 B}\cell{\ul0\nosupersub\cf54\f55\fs21 C}\cell{\ul0\nosupersub\cf54\f 55\fs21 D}\cell{\ul0\nosupersub\cf54\f55\fs21 E}\cell {}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : The above table and graph are explanatory by itself}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 h) Better decision-making.}\ cell \cell \cell

\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\ fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 8}\cell{\ul0\nosupersub\cf1\f2\ fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 13}\cell{\ul0\nosupersub\cf1\f2\fs23 19 }\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql \ul0\nosupersub\cf55\f56\f s21 20 \par\pard\par\pard\ql 15 10 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf55\f56\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf55\f56\fs21 5}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf55\f56\fs21 A}\cell{\ul0\nosupersub\cf 55\f56\fs21 B}\cell{\ul0\nosupersub\cf55\f56\fs21 C}\cell{\ul0\nosupersub\cf55\f 56\fs21 D}\cell{\ul0\nosupersub\cf55\f56\fs21 E}\cell

{\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1 \f2\fs23 : The above table and graph are explanatory by itself \par\pard\par\par d\ql - 67 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 i) Intellectual prop erty rights management \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\ fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 0}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\cell{\ul0\nosupersub\cf1\f2\ fs23 20}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\cell{\ul0\nosupersub\cf1\f2\fs23 9} \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql \ul0\nosupersub\cf54\f55\f s21 20 \par\pard\par\pard\ql 15 10 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 5}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 0}\cell \cell \cell \cell

\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 A}\cell{\ul0\nosupersub\cf 54\f55\fs21 B}\cell{\ul0\nosupersub\cf54\f55\fs21 C}\cell{\ul0\nosupersub\cf54\f 55\fs21 D}\cell{\ul0\nosupersub\cf54\f55\fs21 E}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : The above table and graph are explanatory by itself}\cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 j) Faster response to key business issues}\c ell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200

\cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\ fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 0}\cell{\ul0\nosupersub\cf1\f2\fs23 8}\cell{\ul0\nosupersub\cf1\f2\ fs23 6}\cell{\ul0\nosupersub\cf1\f2\fs23 10}\cell{\ul0\nosupersub\cf1\f2\fs23 16 }\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql - 68 \par\pard\par\pard\qc \ul0\nosupersub\cf54\f55\fs21 16 14 12 10 8 \par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf54\f55\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 6}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440

\cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 4}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 2}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 0}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440

\cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 A}\cell{\ul0\nosupersub\cf 54\f55\fs21 B}\cell{\ul0\nosupersub\cf54\f55\fs21 C}\cell{\ul0\nosupersub\cf54\f 55\fs21 D}\cell{\ul0\nosupersub\cf54\f55\fs21 E}\cell {}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : The above table and graph are explanatory by itself}\cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 k) Improving quality}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\ fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\cell{\ul0\nosupersub\cf1\f2\ fs23 2}\cell{\ul0\nosupersub\cf1\f2\fs23 8}\cell{\ul0\nosupersub\cf1\f2\fs23 25} \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql \ul0\nosupersub\cf54\f55\f s21 25 \par\pard\par\pard\ql 20 15 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 10}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 A}\cell{\ul0\nosupersub\cf 54\f55\fs21 B}\cell{\ul0\nosupersub\cf54\f55\fs21 C}\cell{\ul0\nosupersub\cf54\f 55\fs21 D}\cell{\ul0\nosupersub\cf54\f55\fs21 E}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1 \f2\fs23 : The above table and graph are explanatory by itself \par\pard\par\par d\ql - 69 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 l) Improving deliver y \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\

fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\ cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 0}\cell{\ul0\nosupersub\cf1\f2\fs23 8}\cell{\ul0\nosupersub\cf1\f2\ fs23 6}\cell{\ul0\nosupersub\cf1\f2\fs23 6}\cell{\ul0\nosupersub\cf1\f2\fs23 21} \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employee \par\pard\par\pard\ql \ul0\nosupersub\cf54\f55\f s21 25 \par\pard\par\pard\ql 20 15 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 10}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf54\f55\fs21 A}\cell{\ul0\nosupersub\cf 54\f55\fs21 B}\cell{\ul0\nosupersub\cf54\f55\fs21 C}\cell{\ul0\nosupersub\cf54\f 55\fs21 D}\cell{\ul0\nosupersub\cf54\f55\fs21 E}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1 \f2\fs23 : The above table and graph are explanatory by itself \par\pard\par\par d\ql 21. What is the biggest hurdle in effective implementation of KM in company ? a)\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Changing people\ u8217?s behavior from knowledge hoarding to knowledge sharing. b)\ul0\nosupersub \cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Lack of understanding of KM and its benefits. \par\pard\par\pard\ql c)\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersu b\cf1\f2\fs23 Determining what kind of knowledge to be managed & making it avai lable. d)\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Justifying the use of scarce resources for KM. \par\pard\par\pard\ql e)\ul0\nosupersub\cf10

\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Lack of top management commitment to KM. f)\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Overcoming techno logical limitations. g)\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs2 3 Attracting & retaining talented people. \par\pard\par\pard\ql - 70 \par\pard\ par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 a)}\cell{\ul0\nosupersub\cf1\f2\fs23 b)}\cell{\ul0\nosupersub\cf1\f 2\fs23 c)}\cell{\ul0\nosupersub\cf1\f2\fs23 d)}\cell{\ul0\nosupersub\cf1\f2\fs23 e)}\cell{\ul0\nosupersub\cf1\f2\fs23 f)}\cell{\ul0\nosupersub\cf1\f2\fs23 g)}\c ell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 11}\cell{\ul0\nosupersub\cf1\f2\fs23 34}\cell{\ul0\nosupersub\cf1\f 2\fs23 7}\cell{\ul0\nosupersub\cf1\f2\fs23 5}\cell{\ul0\nosupersub\cf1\f2\fs23 1 8}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub\cf1\f2\fs23 10}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql \ul0\nosupersub\cf55\f56\ fs21 35 \par\pard\par\pard\qj 30 25 20 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf55\f56\fs21 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf55\f56\fs21 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard\ql A B C D E F G \par\pard\par\pard\ql \ul0\nosupersu b\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : The above table and graph are explanatory by itself 22. Knowledge is crucial for your type of organization . \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 STRONGLY}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(A)}\cell{\ul0\nosu persub\cf1\f2\fs23 DISAGREE(D)}\cell{\ul0\nosupersub\cf1\f2\fs23 STRONGLY}\cell {\trowd\trautofit1\intbl

\cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(SA)}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 DISAGREE(SD)}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 25}\cell{\ul0\nosupersub\cf1\f2\fs23 21}\cell{\ul0\nosupersub\cf1\f 2\fs23 0}\cell{\ul0\nosupersub\cf1\f2\fs23 0}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql - 71 \par\pard\par\pard\q j \ul0\nosupersub\cf56\f57\fs20 25 24 23 22 \par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf56\f57\fs20 No. of Employees}\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf56\f57\fs20 21}\cell \cell \cell \cell \cell

\cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf56\f57\fs20 20}\cell \cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf56\f57\fs20 19}\cell \cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf56\f57\fs20 SA}\cell{\ul0\nosupersub\cf56\f57\fs20 A}\ cell{\ul0\nosupersub\cf56\f57\fs20 D}\cell{\ul0\nosupersub\cf56\f57\fs20 SD}\cel l \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : From the above table and graph 25 employees strongly agreed that Knowledge is}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 crucial for KRIBHCO and 21 agreed to the sam e.}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 23. Your organizational culture is supportiv e to KM.}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 STRONGLY}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(A)}\cell{\ul0\nosupersub\cf1\f2\fs23 D ISAGREE(D)}\cell{\ul0\nosupersub\cf1\f2\fs23 STRONGLY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(SA)}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 DISAGREE(SD)}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702 \cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 8}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 34}\cell{\ul0\nosupersub\cf1\f2\fs23 3}\cell {\ul0\nosupersub\cf1\f2\fs23 0}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1234 \cltxlrtb\clftsWidth1\cellx2468 \cltxlrtb\clftsWidth1\cellx3702

\cltxlrtb\clftsWidth1\cellx4937 \cltxlrtb\clftsWidth1\cellx6171 \cltxlrtb\clftsWidth1\cellx7405 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql \ul0\nosupersub\cf57\f58\ fs22 35 \par\pard\par\pard\qj 30 25 20 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf57\f58\fs22 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf57\f58\fs22 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf57\f58\fs22 SA}\cell{\ul0\nosupersub\c f57\f58\fs22 A}\cell{\ul0\nosupersub\cf57\f58\fs22 D}\cell{\ul0\nosupersub\cf57\ f58\fs22 SD}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 - 72 \par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : From the abo ve table and graph 8 employees strongly agreed that KRIBHCO\u8217?s organization al culture is supportive to KM, 34 agreed to the same and 3 disagreed to the sta tement. \par\pard\par\pard\ql 24. Critical technical knowledge is given more pre ference in your organization. \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 STRONGLY}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(A)}\cell{\ul0\nosu persub\cf1\f2\fs23 DISAGREE(D)}\cell{\ul0\nosupersub\cf1\f2\fs23 STRONGLY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(SA)}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 DISAGREE(SD)}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 12}\cell{\ul0\nosupersub\cf1\f2\fs23 36}\cell{\ul0\nosupersub\cf1\f 2\fs23 6}\cell{\ul0\nosupersub\cf1\f2\fs23 1}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql \ul0\nosupersub\cf57\f58\ fs22 40 \par\pard\par\pard\qj 35 30 25 20 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf57\f58\fs22 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf57\f58\fs22 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf57\f58\fs22 SA}\cell{\ul0\nosupersub\c f57\f58\fs22 A}\cell{\ul0\nosupersub\cf57\f58\fs22 D}\cell{\ul0\nosupersub\cf57\ f58\fs22 SD}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf 1\f2\fs23 : From the above table and graph 12 employees strongly agreed that Cri tical technical knowledge is given more preference, 36 agreed to the statement w hile 6 disagreed and 1 strongly disagreed to it. \par\pard\par\pard\ql - 73 \par \pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 25. Competent and knowledgeable em ployees are given due recognition. \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 STRONGLY}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(A)}\cell{\ul0\nosu persub\cf1\f2\fs23 DISAGREE(D)}\cell{\ul0\nosupersub\cf1\f2\fs23 STRONGLY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(SA)}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 DISAGREE(SD)}\cell {\trowd\trautofit1\intbl

\cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 8}\cell{\ul0\nosupersub\cf1\f2\fs23 31}\cell{\ul0\nosupersub\cf1\f2 \fs23 7}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql \ul0\nosupersub\cf57\f58\ fs22 35 \par\pard\par\pard\qj 30 25 20 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf57\f58\fs22 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf57\f58\fs22 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf57\f58\fs22 SA}\cell{\ul0\nosupersub\c f57\f58\fs22 A}\cell{\ul0\nosupersub\cf57\f58\fs22 D}\cell{\ul0\nosupersub\cf57\ f58\fs22 SD}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\qj \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf 1\f2\fs23 : From the above table and graph 8 employees strongly agreed that Comp etent and knowledgeable employees are given due recognition, 31 employees agreed , 7 disagreed while 2 strongly disagreed to the statement. \par\pard\par\pard\ql 26. Experiences or knowledge shared in different organizational forum/me etings in practice needs to be documented in scientific and structural manner. \ par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 STRONGLY}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(A)}\cell{\ul0\nosu persub\cf1\f2\fs23 DISAGREE(D)}\cell{\ul0\nosupersub\cf1\f2\fs23 STRONGLY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640

\row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(SA)}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 DISAGREE(SD)}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 12}\cell{\ul0\nosupersub\cf1\f2\fs23 32}\cell{\ul0\nosupersub\cf1\f 2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 0}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql - 74 \par\pard\par\pard\q j \ul0\nosupersub\cf58\f59\fs22 35 30 25 20 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf58\f59\fs22 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf58\f59\fs22 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf58\f59\fs22 SA}\cell{\ul0\nosupersub\c f58\f59\fs22 A}\cell{\ul0\nosupersub\cf58\f59\fs22 D}\cell{\ul0\nosupersub\cf58\ f59\fs22 SD}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf 1\f2\fs23 : From the above table and graph 12 employees strongly agreed that Exp eriences or knowledge shared in different organizational forum/meetings in pract ice needs to be documented in scientific and structural manner, 32 agreed, while 3 disagreed top the statement. \par\pard\par\pard\ql 27. There is a need of a m anagement system for managing knowledge in this organization. \par\pard\par\pard { \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 STRONGLY}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(A)}\cell{\ul0\nosu

persub\cf1\f2\fs23 DISAGREE(D)}\cell{\ul0\nosupersub\cf1\f2\fs23 STRONGLY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(SA)}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 DISAGREE(SD)}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 10}\cell{\ul0\nosupersub\cf1\f2\fs23 33}\cell{\ul0\nosupersub\cf1\f 2\fs23 5}\cell{\ul0\nosupersub\cf1\f2\fs23 0}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql - 75 \par\pard\par\pard\q j \ul0\nosupersub\cf58\f59\fs22 35 30 25 20 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf58\f59\fs22 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf58\f59\fs22 15}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 10 \par 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf58\f59\fs22 SA}\cell{\ul0\nosupersub\c f58\f59\fs22 A}\cell{\ul0\nosupersub\cf58\f59\fs22 D}\cell{\ul0\nosupersub\cf58\ f59\fs22 SD}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf 1\f2\fs23 : From the above table and graph 10 employees strongly agreed that the re is a need of a management system for managing knowledge, 33 agreed, while 5 e

mployees disagreed to the statement. \par\pard\par\pard\ql 28. KM plays a signif icant role in organizational development. \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 ANSWER}\cell{\ul0\nosupersub \cf1\f2\fs23 STRONGLY}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(A)}\cell{\ul0\nosu persub\cf1\f2\fs23 DISAGREE(D)}\cell{\ul0\nosupersub\cf1\f2\fs23 STRONGLY}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 AGREE(SA)}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 DISAGREE(SD)}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 No. of}\cell{\ul0\nosupersub \cf1\f2\fs23 26}\cell{\ul0\nosupersub\cf1\f2\fs23 20}\cell{\ul0\nosupersub\cf1\f 2\fs23 0}\cell{\ul0\nosupersub\cf1\f2\fs23 0}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1728 \cltxlrtb\clftsWidth1\cellx3456 \cltxlrtb\clftsWidth1\cellx5184 \cltxlrtb\clftsWidth1\cellx6912 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Employees \par\pard\par\pard\ql \ul0\nosupersub\cf58\f59\ fs22 30 \par\pard\par\pard\qj 25 20 15 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf58\f59\fs22 No. of Employees}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf58\f59\fs22 10}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 5 \par\pard\par\pard\ql 0 \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf58\f59\fs22 SA}\cell{\ul0\nosupersub\c f58\f59\fs22 A}\cell{\ul0\nosupersub\cf58\f59\fs22 D}\cell{\ul0\nosupersub\cf58\ f59\fs22 SD}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640

\row} }\par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 - 76 \par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 Inferences\ul0\nosupersub\cf1\f2\fs23 : From the abo ve table and graph 26 employees strongly agreed that KM plays a significant role in organizational development and 20 respondents agreed to the above statement. \par\pard\par\pard\ql - 77 \par\pard\par\pard\ql \ul0\nosupersub\cf47\f48\fs27 A QUESIONNAIRE ON STUDY OF COMPETENCY MAPPING AND \par KNOWLEDGE MANAGEMENT IN KRIBHCO \par\pard\par\pard\ql \ul0\nosupersub\cf32\f33\fs27 PERSONAL INFORMATION \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 \u-3913?\ul0\nosupersub\cf10\ f11\fs23 Department/Plant: __________________________ \ul0\nosupersub\cf1\f2\ fs23 \u-3913?\ul0\nosupersub\cf10\f11\fs23 Discipline: \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 \u-3913?\ul0\nosupersub\cf10\f11\fs23 Designation : __________________________ \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 \ u-3913?\ul0\nosupersub\cf10\f11\fs23 Age: \par\pard\par\pard\ql \ul0\nosupers ub\cf1\f2\fs23 \u-3913?\ul0\nosupersub\cf10\f11\fs23 Number of years of exper ience: \par\pard20-25 26-30 31-35 36-40 41-45 46-50\par\par 50 & above ( ( ( ( ( ( ( ) ) ) ) ) ) ) 0-5 6-15 16-25 26-30\par\par 30 & above ( ( ( ( ( ) ) ) ) ) \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 \u-3913?\ul0\nosuper sub\cf10\f11\fs23 Gender: ______________ \par\pard\par\pard\ql \ul0\nosupersu b\cf8\f9\fs23 Education qualification: \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf10\f11\fs23 Stream}\cell{\ul0\nosupers ub\cf10\f11\fs23 Graduate}\cell{\ul0\nosupersub\cf10\f11\fs23 Post Graduate}\cel l{\ul0\nosupersub\cf10\f11\fs23 Doctorate}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql Science \par\pard\par\pard\ql Commerce Arts \par\pard\par \pard\ql Engineering Management Research \par\pard\par\pard\ql \ul0\nosupersub\c f1\f2\fs23 - 78 \par\pard\par\pard\ql \ul0\nosupersub\cf16\f17\fs27 QUESTIONS \p ar\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 1. Do you feel you are doing the job according to your job profile? \par\pard \u-3913?\ul0\nosupersub\ cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Yes \u-3913?\ul0\nosupersub\cf10\f1 1\fs23 \ul0\nosupersub\cf1\f2\fs23 No\par\par \u-3913?\ul0\nosupersub\cf10\f1 1\fs23 \ul0\nosupersub\cf1\f2\fs23 Can\u8217?t Say 2. Do you finish every work assigned to you within the time limit? \u-3913?\ul0\nosupersub\cf10\f11\fs2 3 \ul0\nosupersub\cf1\f2\fs23 Always \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ ul0\nosupersub\cf1\f2\fs23 Sometimes \u-3913?\ul0\nosupersub\cf10\f11\fs23 \u l0\nosupersub\cf1\f2\fs23 Never 3. Do you require the guidance from your su perior? \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Alw ays \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Sometim es \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Never\pa r\par 4. Do you feel you need training to perform your work? \u-3913?\ul0\nos upersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Yes \u-3913?\ul0\nosupersub \cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 No\par\par \u-3913?\ul0\nosupersub \cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Can\u8217?t Say 5. Do you feel the type of work you were performing at the time of your joining and today is \ par the same? \par \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\c f1\f2\fs23 Yes \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\f s23 No\par\par \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\f s23 Can\u8217?t Say 6. Does competency mapping helps you to do manpower pla nning? \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Yes \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 No\par\par \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Can\u8217?t Say 7. Do you perform competency mapping regularly in your company? \u-3913?

\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Yes \u-3913?\ul0\no supersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 No \u-3913?\ul0\nosupersub \cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Can\u8217?t Say [ [ [\par\par [ [ [\par\par [ [ [\par\par [ [ [\par\par [ [ [\par\par [ [ [\par\par [ [ [ ] ] ]\par\par ] ] ]\par\par ] ] ]\par\par ] ] ]\par\par ] ] ]\par\par ] ] ]\par\ par ] ] ] \par\pard\par\pard\ql - 79 \par\pard\ul0\nosupersub\cf1\f2\fs23 8. Doe s Recruitment and Selection processes carried out considering individuals ? \par \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Yes \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 No \u-3913 ?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Can\u8217?t Say\pa r\par 9. Does competency mapping helpful in individual\u8217?s career develop ment? \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Yes \ u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 No \u-3913?\ ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Can\u8217?t Say\par\ par 10. Knowledge is critical for your kind of organization? \u-3913?\ul0\nos upersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Yes \u-3913?\ul0\nosupersub \cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 No \u-3913?\ul0\nosupersub\cf10\f1 1\fs23 \ul0\nosupersub\cf1\f2\fs23 Can\u8217?t Say\par\par 11. What are the sources of knowledge in this organization? \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Reports and journals \u-3913?\ul0\nosupersub\cf1 0\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Meetings and group discussions \u-3913 ?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Experience of the incidence sharing \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\ fs23 Others\par\par 12. How knowledge is shared among different departments o f this organization? \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\ f2\fs23 Formal meetings \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub \cf1\f2\fs23 Informal meetings/chat 13. What is the current status of knowled ge management in your company? \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosup ersub\cf1\f2\fs23 Not in existence at all \u-3913?\ul0\nosupersub\cf10\f11\fs2 3 \ul0\nosupersub\cf1\f2\fs23 Nascent stage \u-3913?\ul0\nosupersub\cf10\f11\ fs23 \ul0\nosupersub\cf1\f2\fs23 Introduction stage \u-3913?\ul0\nosupersub\c f10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Growth stage 14. Does IT play a par t in sharing knowledge in this organization? \u-3913?\ul0\nosupersub\cf10\f11\fs 23 \ul0\nosupersub\cf1\f2\fs23 Yes \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul 0\nosupersub\cf1\f2\fs23 No \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupe rsub\cf1\f2\fs23 Can\u8217?t Say [ [ [\par\par [ [ [\par\par [ [ [\par\pa r [ [ [ [\par\par [ [\par\par [ [ [ [\par\par [ [ [ competency of the \par ] ] ]\par\par ] ] ]\par\par ] ] ]\par\par ] ] ] ]\par\par ] ]\par\par ] ] ] ]\pa r\par ] ] ] \par\pard\par\pard\ql - 80 \par\pard\par\pard\ql \ul0\nosupersub\cf1 \f2\fs23 15. Is available knowledge exploited to an adequate extent in this or ganization? \par\pard \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\c f1\f2\fs23 Yes \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\f s23 No \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Ca n\u8217?t Say\par\par 16. Do you undertake additional personal efforts to enha nce your knowledge level and improve \par your competency? \par \u-3913?\ul0\nos upersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Invariably \u-3913?\ul0\nos upersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Frequently \u-3913?\ul0\nos upersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Rarely \u-3913?\ul0\nosuper sub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Never\par\par 17. What addition al personal efforts do you undertake to enhance your knowledge level and improve your competency? \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\ fs23 None \u-3913?\ul0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Further education and training in my own time \u-3913?\ul0\nosupersub\cf10\f11\ fs23 \ul0\nosupersub\cf1\f2\fs23 Private relationships \u-3913?\ul0\nosupersu b\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Private research work \u-3913?\ul 0\nosupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Magazines\par\par 18. Do you share your learning with your colleagues? \u-3913?\ul0\nosupersub\cf10\f 11\fs23 \ul0\nosupersub\cf1\f2\fs23 Invariably \u-3913?\ul0\nosupersub\cf10\f 11\fs23 \ul0\nosupersub\cf1\f2\fs23 Frequently \u-3913?\ul0\nosupersub\cf10\f 11\fs23 \ul0\nosupersub\cf1\f2\fs23 Rarely \u-3913?\ul0\nosupersub\cf10\f11\f

s23 \ul0\nosupersub\cf1\f2\fs23 Never 19. Which one is the biggest cultural b arrier in knowledge management in company? a) \u8216?I am in position\u8217? att itude b) Indifference of people towards developmental processes c) Lack of sig nificance and recognition to \u8216?knowledge sharing\u8217? d) Lack of open mi ndedness [ [ [\par\par [ [ [ [\par\par [ [ [ [ [\par\par [ [ [ [ ] ] ]\par\par ] ] ] ]\par\par ] ] ] ] ]\par\par ] ] ] ] [ ] [ ] [ ] [ ] \par\par d\par\pard\ql - 81 \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs23 20. How sig nificant is the role that effective KM can play in achieving the best result w.r .t the \par following in company? \par\pard\par\pard{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 a) Improving competitive adv antage}\cell{\ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\ cell{\ul0\nosupersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul 0\nosupersub\cf1\f2\fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 b) Improving customer focus} \cell{\ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\u l0\nosupersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosup ersub\cf1\f2\fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 c) Innovations}\cell{\ul0\no supersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupersub \cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\f2\ fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240

\cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 d) Inventory reduction.}\cel l{\ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\n osupersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersu b\cf1\f2\fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 e) Employee development.}\ce ll{\ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\ nosupersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupers ub\cf1\f2\fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 f) Cost reduction.}\cell{\ul 0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosupe rsub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1 \f2\fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480

\cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 g) Revenue growth}\cell{\ul0 \nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosuper sub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\cf1\ f2\fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 h) Better decision-making.}\ cell{\ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul 0\nosupersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupe rsub\cf1\f2\fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 i) Intellectual property rig hts management.}\cell{\ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2 \fs23 2}\cell{\ul0\nosupersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4} \cell{\ul0\nosupersub\cf1\f2\fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 j) Faster response to key bu siness issues.}\cell{\ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\ fs23 2}\cell{\ul0\nosupersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\ cell{\ul0\nosupersub\cf1\f2\fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 k) Improving quality}\cell{\ ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nosu persub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\c f1\f2\fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 l) Improving delivery}\cell{ \ul0\nosupersub\cf1\f2\fs23 1}\cell{\ul0\nosupersub\cf1\f2\fs23 2}\cell{\ul0\nos upersub\cf1\f2\fs23 3}\cell{\ul0\nosupersub\cf1\f2\fs23 4}\cell{\ul0\nosupersub\ cf1\f2\fs23 5}\cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 21. What is the biggest hurd le in effective implementation of KM in company?}\cell

\cell \cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 h)\ul0\nosupersub\cf10\f11\f s23 \ul0\nosupersub\cf1\f2\fs23 Changing people\u8217?s behavior from knowledg e hoarding to knowledge sharing. [}\cell {}\cell {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 ]}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 i)\ul0\nosupersub\cf10\f11\f s23 \ul0\nosupersub\cf1\f2\fs23 Lack of understanding of KM and its benefits.} \cell {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 [}\cell{\ul0\nosupersub\cf1\f2\fs23 ]}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480

\cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 j)\ul0\nosupersub\cf10\f11\f s23 \ul0\nosupersub\cf1\f2\fs23 Determining what kind of knowledge to be manag ed & making it available.}\cell {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 [}\cell{\ul0\nosupersub\cf1\f2\fs23 ]}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 k)\ul0\nosupersub\cf10\f11\f s23 \ul0\nosupersub\cf1\f2\fs23 Justifying the use of scarce resources for KM. }\cell {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 [}\cell{\ul0\nosupersub\cf1\f2\fs23 ]}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 l)\ul0\nosupersub\cf10\f11\f s23 \ul0\nosupersub\cf1\f2\fs23 Lack of top management commitment to KM.}\cell {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 [}\cell{\ul0\nosupersub\cf1\f2\fs23 ]}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 m)\ul0\nosupersub\cf10\f11\f s23 \ul0\nosupersub\cf1\f2\fs23 Overcoming technological limitations.}\cell {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 [}\cell{\ul0\nosupersub\cf1\f2\fs23 ]}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 n)\ul0\nosupersub\cf10\f11\f s23 \ul0\nosupersub\cf1\f2\fs23 Attracting & retaining talented people.}\cell {}\cell {}\cell {}\cell {}\cell {}\cell{\ul0\nosupersub\cf1\f2\fs23 [}\cell{\ul0\nosupersub\cf1\f2\fs23 ]}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1080 \cltxlrtb\clftsWidth1\cellx2160 \cltxlrtb\clftsWidth1\cellx3240 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5400 \cltxlrtb\clftsWidth1\cellx6480 \cltxlrtb\clftsWidth1\cellx7560 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql - 82 \par\pard\par\pard\ql \ul0\nosupersub\cf7\f8\fs23 In the following set of questions each question has four options. \par\pard\par\pa rd{ \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 \u-3913?\ul0\nosupersub\cf10 \f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Strongly agree}\cell{\ul0\nosupersub\cf 1\f2\fs23 SA}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 \u-3913?\ul0\nosupersub\cf10 \f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Agree}\cell{\ul0\nosupersub\cf1\f2\fs23 A}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 \u-3913?\ul0\nosupersub\cf10 \f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Disagree}\cell{\ul0\nosupersub\cf1\f2\f s23 D}\cell {\trowd\trautofit1\intbl

\cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 \u-3913?\ul0\nosupersub\cf10 \f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Strongly disagree}\cell{\ul0\nosupersub \cf1\f2\fs23 SD}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql \ul0\nosupersub\cf13\f14\fs23 NO. \par\pard\par\pard{ \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf7\f8\fs23 STATEMENTS:}\cell{\ul0\nosupersub\cf13\f14\f s23 SA}\cell{\ul0\nosupersub\cf13\f14\fs23 A}\cell{\ul0\nosupersub\cf13\f14\fs23 D}\cell{\ul0\nosupersub\cf13\f14\fs23 SD}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 22.}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 Knowledge is crucial for your type of organi zation.}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440

\cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 23.}\cell \cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 Your organizational culture is supportive to KM.}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 24.}\cell{\ul0\nosupersub\cf 1\f2\fs23 Critical technical knowledge is given more preference in your}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880

\cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 organization.}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 25.}\cell{\ul0\nosupersub\cf 1\f2\fs23 Competent and knowledgeable employees are given due}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 recognition.}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200

\cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 26.}\cell{\ul0\nosupersub\cf 1\f2\fs23 Experiences or knowledge shared in different organizational}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 forum/meetings in practice needs to be docum ented in scientific}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 and structural manner.}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row}

\trowd\trautofit1\intbl{\ul0\nosupersub\cf1\f2\fs23 27.}\cell{\ul0\nosupersub\cf 1\f2\fs23 There is a need of a management system for managing}\cell \cell \cell \cell \cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} \trowd\trautofit1\intbl {}\cell{\ul0\nosupersub\cf1\f2\fs23 knowledge is this organization.}\cell {}\cell {}\cell {}\cell {}\cell {\trowd\trautofit1\intbl \cltxlrtb\clftsWidth1\cellx1440 \cltxlrtb\clftsWidth1\cellx2880 \cltxlrtb\clftsWidth1\cellx4320 \cltxlrtb\clftsWidth1\cellx5760 \cltxlrtb\clftsWidth1\cellx7200 \cltxlrtb\clftsWidth1\cellx8640 \row} }\par\pard\par\pard\ql 28. \par\pard\par\pard\ql KM plays a significant role in organizational development. \par - 83 \par\pard\par\pard\ql \ul0\nosupers ub\cf5\f6\fs31 RESEARCH FINDINGS \par\pard\par\pard\ql \ul0\nosupersub\cf1\f2\fs 23 \u-3913? Employee in KRIBHCO believe that they are doing the job according to their job profile. \par They finish every work assigned to them within t he time limit, which shows that they are competent, though many of them need gui dance from their superiors sometimes. \par\pard\u-3913?\par\par \u-3913? \u-3913 ?\par\par \u-3913? \u-3913? their joining and today have changed.\par\par Many a dmitted that competency mapping helps them to do manpower planning. individuals but few disagreed to this statement.\par\par development. Knowledge is critical for this organization Few believe that they need training to perform their job w hich is contradicting to their competency level, since the type of type of work they were performing at the time of\par\par Many believe that competency mappin g is carried out regularly in KRIBHCO and recruitment and selection proces s is carried out considering the competency of Almost all employees belie ves that competency mapping is helpful in individual\u8217?s career \par\pard\pa r\pard\ql \u-3913? Formal meetings are the major sources of knowledge in this organization informal \par meeting and chats are also alternative f or knowledge sharing. \par\pard\par\pard\u-3913? An excellent IT infrastructure exists in this organization. E-mail and intranet is the major \par source o f sharing knowledge in the company as far as IT is concerned. Electronic media p lays a significant role in networking of knowledge in this organization. \par \u -3913? Knowledge is exploited to the adequate extent in this organizati on. Majority of \par employees frequently undertakes additional personal effo rts to enhance their knowledge level as quest for knowledge is there in the empl

oyees. \par\pard\par\pard\u-3913? Though employees frequently share their learni ng with their colleagues after attending \par seminars or training but it is i n a non regular manner through informal chats. It is not institutionalized but c an be structured in a proper manner as scope is there. \par \u-3913? Some of the major cultural barriers are \u8220?Indifference of people towards developmental \par processes\u8221?, and \u8220?Lack of open mindedness\u8221?. \par\pard\p ar\pard\ql - 84 \par\pard\par\pard\qj \ul0\nosupersub\cf1\f2\fs23 \u-3913?\ul0\n osupersub\cf10\f11\fs23 \ul0\nosupersub\cf1\f2\fs23 Major outcomes out of the implementation of Knowledge Management can be \par Improving qualit y, Improving delivery, Better decision making, Intellectual property rights m anagement and cost reduction etc. \par\pard\par\pard\u-3913? \u8220?Lack of un derstanding of KM and its benefits.\u8221? and \u8220?Lack of top manag ement \par commitment to KM\u8221? are the biggest hurdle in effect ive implementation of KM in company. Majority of employees believe that the organizational culture is supportive to KM and Critical technical knowledge is g iven more preference in your organization. \par \u-3913?\ul0\nosupersub\cf10\f11 \fs23 \ul0\nosupersub\cf1\f2\fs23 Majority of employees agree with Knowl edge created is being captured in their \par organization up to some extent. \par\pard\par\pard\ql - 85 \par\pard\par\pard\ql \ul0\nosupersub\cf5\f6\ fs31 SUGGESTIONS \par\pard\ul0\nosupersub\cf1\f2\fs23 \u-3913? \par competen cy level of the employees. \u-3913?\par\par \u-3913?\par\par structured form of \u8220?Knowledge Management\u8221?. \u-3913? \u-3913? In this organization compe tency mapping must be regularly done in order to check the\par\par Since many of the employees are performing different jobs to what they were doing at the time of their joining they need training to perform the new work allotted them. Ther e is an acute need of a structured knowledge management system in order to preserve and maintain the knowledge status in the company. In order to move in a unified path for leveraging the knowledge, it is important to link these nodes of knowledge in\par\par Different sources of knowledge acquisition must be encou raged among the employees. Linkages of one\u8217?s Key Result Area with K nowledge Management implementation \par\pard\par\pard\ql should be done. \par\ pard\par\pard\ql \u-3913? There is need for the support from the top management since it is considered a major \par hurdle in effective knowledge management implementation and the employees must also be made aware of importance of knowl edge management system. \par\pard\par\pard\u-3913? For sure and systematic imple mentation of KM, organization should explore possibility \par of implementatio n of KM through some certified (accrediting) agency. \u-3913? As there is an exc ellent IT network in this organization so it should be utilized efficiently \par for KM implementation through usage of some standard KM applications (soft wares ). \u-3913? Some motivation should be given to the employees so that t hey take interest in \par knowledge enhancement and management. \par\pard\ par\pard\ql \u-3913? E - Learning is on line learning. It is made available thro ugh company web sites and \par even through CD - ROMs. It allows the learner to enroll in to courses or programs of their choice and acquire knowledge at their own pace at the place of their choice. \par\pard\par\pard\ql - 86 \par\pard\par \pard\ql \ul0\nosupersub\cf5\f6\fs31 CONCLUSION \par\pard\par\pard\ql \ul0\nosup ersub\cf1\f2\fs23 Hence, with the given research study conducted in this organiz ation, it can be concluded that the concept of competency mapping and Knowledg e Management is in between the introduction and growth stage that is it is ahead of introduction stage and has not reached yet to growth stage. It has been also concluded that there is certainly a quest for knowledge in the employees and co mbining this factor with highly established HR Department and advanced Information Technology in the organization, competency mapping is need to be re gularly carried out here and Knowledge Management will definitely reach to the g rowth stage in due course of time in this organization. \par\pard\par\pard\ql 87 \par\pard}