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Competency Mapping

A competency is well-defined as a behavior (i.e. communication, leadership) rather than a skill

or ability. Competency Mapping is a progression to identify key competencies for an

organization and/or a job and incorporating those competencies throughout the various

processes (i.e. recruitment, appraisal, training,) of the organization.

One of the major problems faced by organizations is fast paced technological and societal

change, which in turn making it impossible to track behavior of people and matching them with

organizational deliverables.

To facilitate the fast paced changes, competency mapping is emerging as a worthwhile tool.

Competency Mapping is designed by psychologists and now used by Human Resource

professionals to find out the right set of people for the particular job requirement. All that is

required for Competency mapping is to have a right understanding of what being adopted and

how it has to be implemented. Competency mapping revolves around two main points-

Emotional intelligence and strength of a person in particular area.

Stress Management

Stress is a part of day to day office and personal life. As a professional, people across verticals

are facing it. Mild forms of stress is essential to energize and goal orientation. However, if your

stress level is too high, organizations may face high medical and team problems which

ultimately hampers overall performance.

With evolution of service part in business processes, professionals at every level needs to be

graceful under extreme stress. The unplanned costs associated with irregular calendars, night

shifts and extended hours are grinding down the profits of businesses, which includes

productivity deficit, high absenteeism, higher employee turnover, increased health care costs,

and added job-related accidents.

As a counter attack organizations are heavily depending upon E.Q. and psychological strengths,

organizations are profoundly investing in E.Q. sensitivity modules & particularly in stress

management. PwC is one of leading organization in providing stress management modules.

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TRAINING AND DEVELOPMENT (T & D)

T & D is a subsystem of an organization. It ensures constant skill development of workforce employed in

organization and accustoms process of learning for developing knowledge to work. T & D has evolved as

most common and endless task in any organization for modernizing skills and knowledge of employees

in accordance with changing environment. Optimization of budget with available funds has becomeirresistible need for every organization, along with deliverables as individual, organizational, functional

and societal objectives.

Also last 10 year has witnessed a worldwide increase in employees understanding about T & D roles in

their careers. IT sustained training management can solve many of the concerns in T & D. Thus it is

necessary to train the employees using the innovative technologies to reap the core advantage in order

to enhance their effectiveness.To cover all these issues training programs have to be more transparent,

scrutinized and mobile in nature.

The Learning Organisation

Organizations where people continually expand their capacity to create the results they truly desire,

where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and

where people are continually learning to learn together (Peter Senge, 1990).

Learning Organisation are a response to impulsive and hypercompetitive business atmospheres and are

planned to make enterprises more robust and advanced.

With emerging social media, mobile technology, meta learning and emphasis on selection in talent

management, high impact learning organizations are future of current organizational set up. To counterchallenges faced by organizations in building learning set-up, effective- use of technology, business

alignment, measurement & implementation are key steps. One way or another, fast paced change has

also paved a path for an interactive and supportive organization.

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Right Sizing

Rightsizing, downsizing or systematic restructuring program denotes to the permanent lessening of

anenterprise'sstaff and is generally related with corporate reorganization, or making a "leaner"

company. For instance, the database developer Oracle Corporation condensed its number of staff by

5,000 after acquiring competitor PeopleSoft.

Across globe companies are restructuring to maximize efficiency, to focus on core business functions

and outsource non-core functions. In core, organizationstrimmed because they lacked new products

that would have encouraged growth and because their existing product markets are decreasing.

Rightsizing can lead to added problems, such as low employee morale, reducedcustomer service and

bad employee attitudes.

With the raise in competition, locally or globally, organizations must become more adaptable, elastic,

alert, and customer-focused to succeed.

Labor Relations-

The unstable world of labor relations in developing countries has resulted some violent incidences

involving killings, including of HR and other managers and union leaders, worker suicides and self-

burnings, and mass proceedings on the streets.

Unions structures vary to a great extent between BRICS, e.g. India has multiple in a decentralized IR

system but there is dispute between them and they are on the decline due to the rise of professional

associations linked to new industries. China has single, led by the CCP in a largely centralized IR system.

To flourish in a crisis-ridden century Unions, governments and industry must focus on building a triple

bottom line economy in harmony with marginalized communities at the national level. Unions must put

up neighborhood economic solutions, expanding a stronger option and centralized economy that helps

workers and communities evolution away from negative corporations.