早期晉升員工不管工作表現如何，年資一到，員工都會慢慢往上升。近年來，企業競爭激烈，不能再以舊有模式晉升員工，那要如何晉升員工，才不會晉升到不對的人，影響公司未來發展？本研究就是探討（一）晉升力評分與潛能之間的關係，發現潛能確實會大大地影響晉升力評分，（二）晉升力評分與任務性績效之間的關係，得到的結果也是績效好的員工晉升力較佳，（三）員工的潛能在任務性績效的中介關係加上師徒功能的調節影響下對晉升力評分的關係，分析結果發現任務性績效有部份中介效果，而師徒功能確是有顯著的影響。;In the past, regardless of the performance when the employee has reached a certain seniority , the employee will be gradually promoted. In recent years, enterprises face fiercely competition and can’t use old model to promote employees. How do companies promote their employees and do not promote to the wrong person will be affecting the future development of the company? This study explores (1) according to the relationship between promotability & potential , we find that potential will greatly affect the promotability. (2) according to the relationship between promotability & task performance , we find the good performance of employees have better promotability. (3) according to the intermediary relationship of the potential of employees in task performance and the adjustment of the mentoring function, we get the results to know that the task performance has a partial mediation effect and the mentoring function has a significant influence.