Match making for organisations

We often find people in different sectors like service, education and hospitality unable to live up to the expectations from their job profile? These people don’t fit the positions they are recruited for and their attitudes, behaviours and actions are completely asynchronised with their duties.

Not word play: Practice is an important HR management domain and this book is meant for that

Jayanti Roy

We often find people in different sectors like service, education and hospitality unable to live up to the expectations from their job profile? These people don’t fit the positions they are recruited for and their attitudes, behaviours and actions are completely asynchronised with their duties. We call them incompetent. However, ever wondered what an ideal world it would be if we could match the competencies of each employee with that of his/her employment... This handbook helps with just that.

Studies on competency and evolution of competency models are quite a new phenomenon, the history being only about 50-60 years old. Interestingly, competencies can be categorised as organisational, cognitive, social, self and work-related. Generic competencies, which may be useful across levels and across sectors, are the buzz word today. An exhaustive list of competencies listed in alphabetical orders has been provided and it is humbling to check how many we personally possess.

It has been established that competency models can act as drivers of organisational change and also serve as guidelines for handling of human resources at different stages of selection, development and performance. It helps everybody to have a clearer understanding of the job requirement and the qualities one needs to become the best-suited person for that job. It would be really revolutionary if our recruiters could base perspectives towards the work force on the competencies of the job and not other irrelevant considerations.

This is the second edition of the book and several chapters have either been revised or added anew. Boxes, tables and figures are used by the author to bring a clearer understanding. The chapter on competency framework for academic institutions could help teachers and administrators understand the finer nuances of their job. However, this is not a book for general reading; it is meant for application and will certainly add to the skill and practice of an important human resource management domain.