Managers can compare and rank order the employee pool available within the organization against competency requirements for specific positions – for example, to support filling immediate vacancies or when planning for successors. Managers can view the whole resource pool that is available and not just those employees who are known to the manager. As a result, the organization benefits from the best employees being selected and promoted, and employees in turn are given more equitable opportunities for career development and growth within the organization.
From a career planning perspective, Competency-based talent management systems allow employees to compare the competencies they possess with those required in the various jobs in the organizations. Employees can then decide on career options they would like to pursue and develop plans to address gaps and progress in their careers.
Planning for longer-term strategic workforce requirements becomes a less complicated with the analysis and reporting capabilities that are built into the new talent management systems. These systems allow senior managers to easily compare the current workforce capacity and capabilities with the talent requirements to achieve the organization’s strategic goals. Based on this analysis, management can then put in place strategies and programs to address gaps and position the organization to achieve its goals.
This post is based on content from 'Competency-Based Management That Works!' by Suzanne Simpson
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