http://www.iaeme.com/IJCIET/index.asp 179 editor@iaeme.com International Journal of Civil Engineering and Technology (IJCIET) Volume 9, Issue 1, January 2018, pp. 179–190, Article ID: IJCIET_09_01_018 Available online at http://http://www.iaeme.com/ijciet/issues.asp?JType=IJCIET&VType=9&IType=1 ISSN Print: 0976-6308 and ISSN Online: 0976-6316 © IAEME Publication Scopus Indexed A STUDY ON COMPETENCY MAPPING AND ITS IMPACTON DELIVERABLES WITH RESPECT TO THE REALITY SECTOR Smithesh G Research Scholar, AMET Business School, AMET University, India Dr. A. Shameem Professor, AMET Business School, AMET University, India ABSTRACT Competencies can serve as the foundation of an integrated human resources system that includes applications related to staffing, training and development, performance management, and compensation. An integrated approach to human resources that connects these focus areas can enable an organisation to make the best use of competencies while achieving competitive advantage. The organisation and individuals can reap a lot of benefits when competencies are mapped. Brockbank, Ulrich, and James (1997) identified five major competencies expected of HR professionals - Strategic contribution, Personal credibility, HR delivery, Business knowledge, and HR technology. However Becker et al., (2001) suggested adding strategic HR performance management as a sixth competency. The general Objective of this study is to know the role of competency mapping and its impact on HR Deliverables. The other specific objectives are to ascertain & understand the contribution of Competency Mapping in the Performance Appraisal process, know the role of competencies in the selection and the hiring process, harness the significance of anticipating and managing the competencies required for the future. The study shows that competency based HR practices are gaining momentum in the field and the profession. The contradictions in certain areas depict the dynamics of the evolving models of competency mapping. For example, the acceptance of the competency based appraisal is very low, but the overall contribution is the highest in the performance appraisal. Like that in selection process the acceptance of the competency is based on selection process. Key words: HR Competencies, competency mapping, selection, training, appraisal, deliverables. Cite this Article: Smithesh G and Dr. A. Shameem, A Study on Competency Mapping and its Impacton Deliverables with Respect to the Reality Sector. International Journal of Civil Engineering and Technology, 9(1), 2018, pp. 179-190. http://www.iaeme.com/IJCIET/issues.asp?JType=IJCIET&VType=9&IType=1