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Over the years, change is playing a significant role with reference to organization systems, management principles, cultures and philosophy which has led to increase in highly skilled and knowledge based jobs across the globe. In the today’s scenario, “Skill and Competency” are the main drivers of an organization’s efficiency, effectiveness and perform nce at large. With incre ed significance t quality, op rational efficiency and effectiveness, cost-reduc ion, high p formance norms and managing with fewer an diversified employees tha b fore by corporat , brings competency as the most important m asure for all Human R source rel ted practices, decisio s, initiatives and developmental aspects of an rganization. Competency i a need f t e hour for any s ctor aiming at refurbishing themselves to the current c ntemporary and comp itive environment. C mpete cy ap roach encourag s mployees to dev lop and enhance thei competencies. The pr c ss of mapping th competencies of employee/employees i k own as Competency mapping. Competency Mapping help in knowing where an individual stands with respect to his skill sets i.e. hi actual skills, expect d skill and the skill g ps (Competency gaps). The prese t study aims at udying and analyzing the mployee competencies of Training and Development Department of a typical manufacturing company in Mysuru, analyzing their expect d skills and the actual skills, mapping them, identifying the competency gaps, analyzing the gaps to sugg st nec ssary measure to reduce/bridge he competency gap in mployees.

Modifying Balanced Scorecard as a Strategic Tool of Public Sector Organisations: Evidence from a Community Health Centre in Indonesia