How Are Competencies Used in Succession Planning and Management?

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Competency models are essential building blocks on which to base an SP&M

effort. Without them, it is difficult to:

Link and align the organization’s core competencies (strategic strengths)

to job competencies.

Define high-potentials or other broad categories of employees.

Clarify exactly what present and future competencies are essential to

success in the organization and in its various departments, jobs, or occupations.

Provide a basis for performance management by creating a work environment

that encourages high performance among all workers.

Establish clear work expectations for the present and future.

Create full-circle, multirater assessments that are tailor-made to the

unique requirements of one corporate culture.

Devise competency menus that describe how individuals might be developed

for the future.

Formulate individual development plans (IDPs) to help individuals narrow

the developmental gap between what competencies they need to

be successful (as described by the competency model) and what competencies

they presently possess (as identified by a full-circle, multirater

assessment or other approaches to examining current performance or

future potential).