{"id":24178,"date":"2013-05-16T00:00:00","date_gmt":"2013-05-16T04:00:00","guid":{"rendered":"https:\/\/demo.wwwebdesignstudios.com\/client05\/competency-based-succession-planning\/"},"modified":"2026-04-17T19:05:39","modified_gmt":"2026-04-17T23:05:39","slug":"competency-based-succession-planning","status":"publish","type":"post","link":"https:\/\/demo.wwwebdesignstudios.com\/client05\/competency-based-succession-planning\/","title":{"rendered":"Competency-Based Succession Planning"},"content":{"rendered":"

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For most employees, the potential to access other, oft-higher positions within an organization is a great incentive to maximizing performance. As an HR professional, it is therefore important that you maintain this motivation and invest in their development through adequate training and coaching. It is equally essential to properly assess employees\u2019 current skills as well as potential for growth.<\/p>\n

To do so, there are several \u201cintangibles\u201d to evaluate to determine if an employee can succeed in a new role, typically requiring a new set of competencies. Yet, how does the human resource function attain transparency<\/i> \u2013 the knowledge of what exactly those intangibles are?<\/p>\n

In comparing an employee\u2019s performance and potential, a competency model can provide a consistent, objective and valid framework. Once designed, not only such a blueprint benefit your employees by providing them with a \u201creset button\u201d \u2013 that is, a continued opportunity to fulfill career aspirations, but it can also save an organization thousands of dollars in turnover expenses by simply reusing<\/i> the current employee within a more desired, or better suited, role.<\/p>\n

A Measuring Stick for Retaining Optimal Performers<\/b><\/h2>\n

With defining job competencies in succession planning, it\u2019s all about ensuring the right individual is placed in the right job at the right time. However, like many things in life, it is not a perfect science and employees reserve the right to perhaps either change their mind or simply wish to advance differently within an organization.<\/p>\n

With the right competency model (i.e., suited to your reality and needs), your organization is equipped with a solid measuring stick for evaluating those previously mentioned employee intangibles, and can therefore help ensure certain desired outcomes, such as:<\/p>\n