Author(s)

Wanying Cheng, Jianhong Tao

School of Economics and Management, Shaanxi University of Science & Technology, Xi’an, China.

This paper addresses the talent loss and structural contradictions of technical personnel caused by the single-channel promotion model of “excellent technicians becoming administrators” in the traditional promotion system of geological exploration state-owned enterprises (SOEs). It conducts an in-depth analysis of the predicaments under the current system: technical backbones are forced to transfer to management positions, resulting in a breakdown of core technical capabilities; and young talents face high turnover rates due to difficulties in promotion. Based on the competency model, this study proposes an optimization path for a three-channel promotion system (technical, management, and project channels) by establishing a “competence-performance-potential” triangular dynamic evaluation mechanism and integrating differentiated quantitative standards for core competencies of positions. Additionally, it supports the system with a stepped development support toolkit and incentive-compatible measures, aiming to provide talent guarantees for the strategic transformation of geological exploration SOEs.

Competency Model, Geological Exploration State-Owned Enterprises, Three-Channel System, Triangular Dynamic Evaluation, Technical Talent Retention

Cheng, W. and Tao, J. (2025) Research on the Optimization Path of Employee Promotion Channel in Geological Exploration State-Owned Enterprises Based on Competency Model. Open Journal of Business and Management, 13, 4271-4279. doi: 10.4236/ojbm.2025.136230.