Is one approach [to competency modeling] more appropriate in certain situations than in others?
The two types of competency models described in question 9, bottom-up versus top-down, have different uses. Here are a few examples of applications of the two different approaches: • Bottom-up or individually focused competency models are useful for selection, promotion, training, and both performance appraisal and development for a specific position because these practices rely on being able to differentiate between individuals. • Top-down or organizationally focused competency models are used for career planning, organizational planning, compensation, performance appraisal for a broad group of jobs, and talent allocation to teams because these practices rely partly on the organizational mission, strategy, or vision, or use information about groups of jobs, departments, or the whole organization.
