There are so many places you can use competency models within the organization and throughout the employee lifecycle.

For example:

• Job descriptions

• Recruiting/interviewing - ensure you’re recruiting the right skills

• Onboarding (for setting expectations & communicating culture) - help each person on day one in a role know exactly what is expected of them, how they compare, and what they should begin focusing on; the behaviors in the model can communicate corporate culture, especially for those new to the company or business unit, highlighting what’s important

• In-role development – closing skill gaps and developing toward both proficiency and mastery

• Career planning - helping people prepare for the job they want next

• Opportunities for development and growth is both one of the top 3 reasons people take a job, and it’s the also in the top 3 reasons why people leave… when they don’t exist.

• Mentoring (creating task-based mentors) - build bench strength more quickly

• Coaching - ensure that managers can coach without guesswork

• Learning opportunity development – identify what you need that you don’t have

• Strategic workforce planning – Compare the skills people have today with what you need tomorrow, and upskill or hire to close the gaps

• Real needs assessment - develop the optimal L&D action plan

Here's an article that digs into more detail.

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