Using a Competency Model to Promote from Within

Posted by: Rod Kurtz on August 1, 2008

Promoting your own employees into positions of greater responsibility and recognition should be a win-win proposition. It allows you the opportunity to recognize someone for a job well done. It allows you to select someone you already know and have had the opportunity to observe over time, rather than recruiting someone externally and wondering whether he or she will fit with the culture of your company.

However, promoting people involves more than just looking at what they have accomplished in their current role at the company. It also means looking at whether they have the right mix of skills for the new role as well.

If you have a competency model and you use it to assess the candidate in his current job, you will have better, detailed information on what he does well and what he needs to improve upon. At the same time, you should be using a competency model to establish the criteria that will be used in selecting for any new position, so you can better match the person with the right skills to the job. This especially helps if you are considering multiple candidates for the job, as it will enable you to compare them on the same criteria.

So remember, if you want to make promotion from within your company a win-win situation, use competency models to make sure it is a great fit.

Bob Kustka
President
The Fusion Factor
Norwell, Mass.

Reader Comments

priya

October 15, 2008 3:31 AM

i am doing a project work on competency model in reliance communications...what should i do?how should i search the important models required?

mahesh

March 7, 2010 9:08 AM

I am doing project in comparison of competency model used in hexaware technologies. how should i compare.

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