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Business Adminis a ion and Managemen
DOI: 10.15240/ ul/001/2015-1-009
In oduc ion
A compe ency-based app oach is one o he
impo an ools o human esou ce managemen
aimed a achie ing s a egic o ganisa ional
goals [3], [25], [13], [6], [24], [27], [12]. In
compliance wi h a esou ce-based app oach
o achie e a compe i i e ad an age, i is
necessa y o o ganisa ions o iden i y, e alua e
and de elop key employee’s compe encies in
o de o achie e a compe i i e ad an age [6],
[20], [22]. The applica ion o compe encies in he
managemen p ocess enables o ganisa ion’s
equi emen s and employee’s oppo uni ies o
in e link in a way o pe mi hei de elopmen
in mu ual ha mony and ensu e o ganisa ion’s
compe i i eness in a ma ke . The emphasis
on knowledge, se ice, and in o ma ion in he
new economy c ea es space o mo e new
o ganisa ions o eme ge, and exe s p essu es
on exis ing o ganisa ions o hi e employees
wi h highe le el skills in o de o compe e
success ully [4].
Acco ding o Mi chelmo e and Rowley
[18], compe ency is a concep ha has many
aces and applica ions. Resea ch and p ac ice
ela ed o compe encies a e ypically d i en by
aspi a ions o achie e a supe io pe o mance
(on an indi idual o o ganisa ional le el).
The compe ency-based app oach o human
esou ce managemen is no a new app oach
[22]. Acco ding o i s de elopmen , i is possible
o di ide compe encies in o h ee main
de elopmen phases.
The fi s phase consis s o indi idual
compe encies, i.e. indi idual cha ac e is ics
necessa y o each he equi ed le el o an
employee’s pe o mance. The beginnings o his
phase da e back o 1959 when Whi e [28] used,
o he fi s ime, he e m “compe ence”. La e
psychologis s and managemen heo e icians
s a ed o add ess he issue whe he (and o
wha ex en ) compe encies may de e mine
a sui able candida e o a job posi ion. The e
a e wo concep ions o compe encies which
a e based on di e ences be ween e ms
“compe ence” and “compe ency”. In his a icle
we use he e m “compe ency” defi ned by
Boya zis [3].
Manage ial compe encies a e a specifi c
ype o indi idual compe encies; e.g. specifi c
knowledge, abili ies, skills, ai s, mo i es,
a i udes and alues necessa y o imp o e
managemen pe o mance. These pe o mance-
based compe encies a e assessed h ough
obse ed beha iou s [7]. Addi ionally, he
li e a u e also iden ifi es o he componen s o
manage ial compe encies which also con ibu e
signifi can ly o ca ee success [3], [25], [26],
[30], [13], [29], [2], [24], [12].
The second phase is based on he possibili y
o managing compe encies in an o ganisa ion
by means o compe ency models. Compe ency
models o igina ed in he USA and exploi
a numbe o me hods ha a e commonly used
in adi ional analyses o wo k posi ions. They
we e de eloped as a esponse o dissa is ac ion
wi h candida e es ing ha was o de e mine
a sui able employee o he gi en posi ion [17].
Acco ding o Mansfi eld [14], in ecen yea s,
o ganisa ions ha e begun o use compe ency
models in new ways. These new compe ency
models, o necessi y, desc ibe eme ging and
an icipa ed skill equi emen s, a he han skills
ha ha e been e ec i e in he pas . Because
o ganisa ions a e changing mo e apidly,
he “shel li e” o he compe ency model has
diminished. F equen eo ganisa ions change
job oles and make exis ing job desc ip ions
and compe ency models obsole e.
Compe encies and compe ency models
a e oday commonly p ac iced in mos o
o ganisa ions [27]. The e a e a numbe o
app oaches o a compe ency-based model
de elopmen [22]. I is he e o e necessa y o
APPLICATION OF THE COMPETENCY-BASED
APPROACH IN ORGANISATIONS IN THE
CZECH REPUBLIC
Ma ina Fej a o á, Hana U banco á
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112 2015, XVIII, 1
Ekonomika a managemen
managemen o selec , based on an analysis,
such he app oach o compe ency-based
model de elopmen which espec s specifi c
en i onmen al condi ions and mee s he
equi emen s o he gi en o ganisa ion. This is
confi med by Ma elli, Tondo a and Hoge [15]
who also poin ou ha he applica ion o he
compe ency-based app oach mus be ca e ully
planned and suppo ed by a leade ship o an
o ganisa ion, and conce ed e o s mus be
made o communica e wi h hose in ol ed
o po en ially a ec ed. The de elopmen and
applica ion o manage ial compe ency models
in he p o en app oach o in es ing in human
esou ces in o de o achie e a mo e e ec i e
and p oduc i e wo k o ce.
In he 1990s, co e compe encies o an
o ganisa ion ha o m he hi d phase we e
iden ifi ed. The concep o co e compe encies
unde lines compe ency-based compe i ion
and compe ency-based managemen [21].
Co e compe encies a e a sum o o ganisa ion
key o ganisa ional compe encies ha may
be exploi ed o gain a compe i i e ad an age.
Acco ding o Ca dy and Sel a ajan [6],
om a s a egic managemen pe spec i e,
Hi , I eland, and Hoskisson [11] defi ne
compe encies as a combina ion o esou ces
and capabili ies. The combina ion o esou ces
and capabili ies in an o ganisa ion can be
classifi ed as co e compe encies when hey a e
aluable, a e, di fi cul o imi a e, and di fi cul o
subs i u e. As such, co e compe encies can be
a sou ce o s a egic compe i i eness.
The aim o he a icle is o e alua e, based
on an analysis, he compe ency-based app oach
in o ganisa ions in he Czech Republic and
also o iden i y a eas and ac i i ies in which
he compe ency-based app oach is applied
(concen a ing on indi idual ca ego ies o
employees) and es dependencies be ween
selec ed quali a i e cha ac e is ics ha ela e o
he issues examined.
The a icle is o ganized as ollows. The fi s
pa o he a icle concen a es on a heo e ical
backg ound o he opic. The second pa o
he a icle is dedica ed o an e alua ion o
ou comes o a su ey conduc ed. The a icle
has been p oduced on a basis o an analysis
o p ima y and seconda y sou ces, in pa icula
esea ch s udies ocusing on he compe ency-
based app oach. P ima y da a is de i ed om
a ques ionnai e su ey conduc ed ha was
ocused on an applica ion o he compe ency-
based app oach in o ganisa ions in he Czech
Republic.
1. Ma e ial and Me hods
In he pe iod om 10/2011 o 06/2012
a quan i a i e su ey was conduc ed, by
means o a ques ionnai e su ey, ocusing on
an e alua ion o he le el o human esou ce
managemen in o ganisa ions in he Czech
Republic. Subsequen o he ou comes o he
p e ious su ey (a quan i a i e con en analysis,
semi-s uc u ed in e iews), one pa o he
su ey was a ge ed a he use o compe encies
in human esou ce managemen . 109
o ganisa ions om bo h he p i a e and public
sec o s ook pa in he ques ionnai e su ey.
48.6% o he o ganisa ions su eyed ha e less
han 50 employees, 29.4% o hese o ganisa ions
ha e 50 o 249 employees and 22% o hese
o ganisa ions employ mo e han 250 people.
To enhance he quali y o he ques ionnai e
su ey and o de e mine he eal le el o human
esou ce managemen in o ganisa ions, i was
equi ed o he ques ionnai e o be comple ed
by a specialis om he pe sonnel depa men
o an owne o he gi en o ganisa ion. Ou o
he esponden s, 26.6% occupy he posi ion o
a senio manage in he pe sonnel depa men
o he gi en o ganisa ion, 85% ha e wo ked as
pe sonnel specialis s o 3 o mo e yea s and
52.3% a e uni e si y g adua es. 43.1% o he
esponding o ganisa ions ha e a pe sonnel
depa men . The da a ha e been p ocessed
by means o absolu e and ela i e equencies
using he Mic oso Excel 2007 p og am and he
IBM SPSS S a is ics 20.
The ollowing nine hypo heses we e es ed:
1. H0: The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no
depend on he size o he o ganisa ion.
2. H0: The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no
depend on he a fi lia ion o he o ganisa ion
wi h a la ge g oup o o ganisa ions.
3. H0: The u ilisa ion o he compe ency-
based app oach in an o ganisa ion does
no depend on he sec o in which he
o ganisa ion ope a es.
4. H0: The u ilisa ion o he compe ency-
based app oach in an o ganisa ion does
no depend on he exis ence o a pe sonnel
depa men .
5. H0: The u ilisa ion o he compe ency-
based app oach in an o ganisa ion does
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Business Adminis a ion and Managemen
no depend on he exis ence o a pe sonnel
s a egy.
6. H0: The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no
depend on he execu ion o wo k posi ion
analysis.
7. H0: The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no depend
on he posi ion o he pe son esponsible
o human esou ce managemen in op
managemen .
8. H0: The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no
depend on he applica ion o knowledge
managemen .
9. H0: The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no depend
on he u ilisa ion o knowledge bases.
Tes ing was done by Pea son’s Chi-
Squa e Tes (X2 es ) in associa ion ables and
con ingency ables. To in e p e he s eng h
o ela ionship coe fi cien s ( he Phi coe fi cien ,
C ame ’s coe fi cien and he Con ingency
coe fi cien ), a scale acco ding o de Vaus [8]
was used.
2. Resul s
2.1 Applica ion o he Compe ency-
Based App oach in
O ganisa ions
The su ey conduc ed has shown ha only
35.8% o he o ganisa ions su eyed employ he
compe ency-based app oach. In absolu e fi gu es,
his means 39 o ganisa ions o he selec ed
sample. These o ganisa ions use he compe ency-
based app oach o employee de elopmen
(100%), employee app aisal (69.2%), employee
selec ion (64.1%), employee ec ui men
(61.5%), wo k eam de elopmen (35.9%), ca ee
planning and managemen (33.3%) and o wo k
posi ion analysis (25.6%). The a eas in which he
compe ency-based app oach is aken ad an age
o a e shown in Figu e 1.
O ganisa ions using he compe ency-based
app oach (35.8%) concen a e in pa icula on he
ollowing ac i i ies: a) compe ency iden ifi ca ion
b) compe ency-based model de elopmen
c) compe ency le el measu ing and d) compe ency
de elopmen . The p opo ional use o hese
Fig. 1: A eas o applica ion o he compe ency-based app oach in o ganisa ions
Sou ce: own
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114 2015, XVIII, 1
Ekonomika a managemen
ac i i ies wi h espec o indi idual ca ego ies o
employees is demons a ed in Figu e 2.
I is clea om Figu e 2 ha indi idual
ac i i ies a e no used by o ganisa ions in
a balanced way. This is also alid o indi idual
ca ego ies o employees. In he Managemen
ca ego y, 74% o o ganisa ions ca y ou he
iden ifi ca ion o manage ial compe encies,
38.5% o o ganisa ions de elop manage ial
compe ency models, 42.6% o o ganisa ions
measu e he le el o manage ial compe encies
and 43.6% o o ganisa ions engage in
manage ial compe ency de elopmen . In he
Specialis s ca ego y, 69.2% o o ganisa ions
ca y ou compe ency iden ifi ca ion, 41% o
o ganisa ions de elop compe ency-based
models, 35.9% o o ganisa ions measu e
compe ency le els and 48.7% o o ganisa ions
engage in compe ency de elopmen . In
he Adminis a ion ca ego y (Technical and
Adminis a i e S a ), 43.6% o o ganisa ions
ca y ou compe ency iden ifi ca ion, 20.5% o
o ganisa ions de elop compe ency-based models,
23.1% o o ganisa ions measu e compe ency
le els and 33.3% o o ganisa ions engage in
manage ial compe encies de elopmen . In
he Wo ke s ca ego y, 15.4% o o ganisa ions
ca y ou compe ency iden ifi ca ion, and o he
ac i i ies occu a ely in his ca ego y. Only
2.6% o o ganisa ions de elop compe ency-
based models, 5.1% o o ganisa ions measu e
compe ency le els and 2.6% o o ganisa ions
engage in compe ency de elopmen . I ollows
om he abo e said ha mos o esponding
o ganisa ions ha employ he compe ency-
based app oach ocus p ima ily on compe ency
iden ifi ca ion while o he ac i i ies lag behind.
Based on he fi ndings om he ques ionnai e,
i is possible o say ha o ganisa ions concen a e
on he applica ion o he compe ency-based
app oach in indi idual a eas and ac i i ies
a ge ed p ima ily a manage s and specialis s,
a he han on he applica ion o a compe ency-
based model as a whole, which would igge
he syne gic e ec ha his app oach acili a es.
2.2 Compa ison o he Use o he
Compe ency-Based App oach
in Small, Mid-Sized and La ge
O ganisa ions
The su ey has e ealed ha 41% o o ganisa ions
which use he compe ency-based app oach ha e
less han 50 employees, 25.6% o o ganisa ions
ha e 50–249 employees and 33.3% ha e o e 250
employees, i.e. compe encies a e p ima ily aken
ad an age o in small and la ge o ganisa ions.
Using ex ac ed da a, dependency was es ed
Fig. 2: The p opo ional use o ac i i ies wi h espec o indi idual ca ego ies
o employees
Sou ce: own
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Business Adminis a ion and Managemen
by applying Pea son’s Chi-Squa e Tes . The IBM
SPSS S a is ics 20 p og am uses he so-called
p- alue as an ou pu in dependency es ing.
P- alue in hypo hesis es ing equals he minimum
signifi cance le el a which he null hypo hesis can
be ejec ed. The calcula ed p- alue should be
lowe han he se signifi cance le el o 0.05; i is
possible o say ha he null hypo hesis, i.e. he
hypo hesis on he independence o quali a i e
cha ac e is ics, is ejec ed a he 5% le el o
signifi cance. As he p- alue calcula ed by means
o he X2 es o 0.103 is highe han he selec ed
le el o signifi cance α = 0.05, null hypo hesis
canno be ejec ed; see Table 1. The esul o
he es has confi med ha he applica ion o he
compe ency-based app oach by o ganisa ions
was no de e mined by he size o he o ganisa ion
( he null hypo hesis (H0) no. 1).
F om he poin o iew o he a fi lia ion o
o ganisa ions su eyed, 59% o o ganisa ions
applying he compe ency-based app oach
belong o a la ge g oup o o ganisa ions. This
a angemen enables he pa en o ganisa ion
o de elop compe ency-based models ha
indi idual o ganisa ions u he apply a local,
egional and na ional le els. In his case i is,
howe e , necessa y o espec he local specifi cs
o he o ganisa ion in which he model is o be
implemen ed. In he sample examined, cul u al
di e ences do no play any signifi can ole
as only 21.1% o o ganisa ions applying he
compe ency-based app oach un hei business
on an in e na ional scale, i.e. hei compe ency-
based models should espec , among o he
hings, he cul u al di e ences o indi idual
coun ies. The second hypo hesis was es ed
wi h espec o hese esul s. Based on he X2
es , he null hypo hesis has been ejec ed a he
5% le el o signifi cance (p- alue = 0.003) and an
al e na i e hypo hesis has been accep ed. The
esul has also been confi med by Fishe ’s es
o 2x2 con ingency ables (p- alue = 0.003). The
use o he compe ency-based app oach in an
o ganisa ion is dependen on i s a fi lia ion wi h
a la ge g oup o o ganisa ions ( he al e na i e
hypo hesis (Ha) no. 2). The s eng h o he
ela ionship be ween he a iables is, acco ding
o he alue o Phi coe fi cien (0.283), C ame ’s
coe fi cien (0.283) and Con ingency coe fi cien
(0.283), di ec (wi h espec o he posi i e alue)
and mode a e; see Table 1.
The hi d hypo hesis es ed whe he he
applica ion o he compe ency-based app oach
in an o ganisa ion is dependen on he sec o
in which he o ganisa ion ope a es. The
compe ency-based app oach is applied by
39.7% o o ganisa ions om he e ia y sec o ,
34.4% o o ganisa ions om he seconda y
sec o and 11.1% o o ganisa ions om he
p ima y sec o . Based on he X2 es , he null
hypo hesis canno be ejec ed (p- alue = 0.283).
As he su ey has showed, he use o he
compe ency-based app oach does no depend
on he sec o in which o ganisa ions ope a e;
see Table 1.
Numbe o
hypo hesis Null hypo hesis (H0) P- alue Rejec ion
o H0
Value o Phi
coe i cien
S eng h o he
ela ionship
1 The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no depend
on he size o he o ganisa ion.
0.103 No – –
2 The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no depend
on he a fi lia ion o he o ganisa ion wi h a
la ge g oup o o ganisa ions.
0.003 Yes 0.283 Mode a e
3 The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no depend
on he sec o in which he o ganisa ion
ope a es.
0.283 No – –
Sou ce: own
Tab. 1: The esul s o he quali a i e cha ac e is ics es o hypo heses no. 1, 2 and 3
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116 2015, XVIII, 1
Ekonomika a managemen
2.3 Sys em o Pe sonnel
Managemen in O ganisa ions
Employing he Compe ency-
Based App oach
The sys em o pe sonnel managemen in
o ganisa ions belongs among impo an
ac o s ha de e mine he applica ion o he
compe ency-based app oach in o ganisa ions.
A pe sonnel depa men as a specialised
wo kplace c ea es, o ganises and suppo s
he sys em o pe sonnel managemen in
an o ganisa ion. Mo e and mo e dynamic
changes in he ou e and inne o ganisa ional
en i onmen c ea e inc eased equi emen s
o he quali y o pe sonnel managemen
and hus he pe o mance o pe sonnel
depa men s. Despi e he ac ha he need o
he es ablishmen o a pe sonnel depa men is
de e mined by a numbe o ac o s ( he cu en
si ua ion in he o ganisa ion, he size o he
o ganisa ion, i s o ganisa ional s uc u e, i s
pu pose o business, he o ganisa ion’s s a egy,
he pe sonnel s a egy, e c.), he su ey has
confi med ha he use o he compe ency-based
app oach by o ganisa ions is dependen on he
exis ence o a pe sonnel depa men (Ha no. 4).
The su ey has e ealed ha 68.6%
o o ganisa ions ha do no employ he
compe ency-based app oach do no ha e
a pe sonnel depa men , while 64.1% o
hose ha employ he compe ency-based
app oach do. Simul aneously i has been
alida ed ha he need o he es ablishmen
o a pe sonnel depa men g ows wi h he size
o he o ganisa ion (acco ding o he numbe
o employees). Only 17% o o ganisa ions
su eyed wi h less han 50 employees ha e
a pe sonnel depa men . In he ca ego y o
50 o 249 employees, 50% o o ganisa ions
ha e a pe sonnel depa men and in among
o ganisa ions wi h mo e han 250 employees
91.7% o o ganisa ions ha e a pe sonnel
depa men . Based on he X2 es , he null
hypo hesis has been ejec ed a he 5% le el
o signifi cance (p- alue = 0.001). The esul
is also confi med by Fishe ’s es (p- alue =
0.001). The s eng h o he ela ionship be ween
he a iables is, acco ding o he alue o Phi
coe fi cien (0.316), C ame ’s coe fi cien (0.316)
and Con ingency coe fi cien (0.302), di ec and
mode a e; see Table 2.
A pe sonnel s a egy is one o an
o ganisa ion’s pa ial s a egies linked o he
o e all s a egy o he o ganisa ion. I efl ec s he
o ganisa ion’s long- e m goals ega ding human
esou ces and plans aimed a achie ing hese
goals and he e o e i should be elabo a ed in
w i ing. Among he o ganisa ions su eyed
ha use he compe ency-based model, he e
a e 65.8% o o ganisa ions wi h a pe sonnel
s a egy o mula ed in w i en o m, 26.3%
o o ganisa ions ha e a pe sonnel s a egy,
bu no a w i en e sion, and only 7.9% o
o ganisa ions ha e no pe sonnel s a egy a
all. The su ey has e ealed ha he use o he
compe ency-based app oach in o ganisa ions
is dependen on he exis ence o a pe sonnel
s a egy (Ha no. 5). Based on he X2 es , he null
hypo hesis has been ejec ed a he 5% le el
o signifi cance (p- alue = 0.006). The s eng h
o he ela ionship be ween he a iables is,
acco ding o he alue o Phi coe fi cien (0.310),
C ame ’s coe fi cien (0.310) and Con ingency
coe fi cien (0.296), di ec and mode a e; see
Table 2.
The posi ion o pe sonnel depa men s
wi hin o ganisa ions is changing. O ganisa ions’
owne s ha e s a ed o ealise he impo ance
o human esou ces o compe i i e
ad an age achie ing. Apa om making
pe sonnel managemen an in eg al pa o
he o ganisa ional s uc u e, i is essen ial
o de e mine in de ail equi emen s o wo k
posi ions and job desc ip ions o no only
employees o he pe sonnel depa men , bu
also o he es o he o ganisa ion. Job analysis
is a e y impo an ac i i y in he sys em
o pe sonnel managemen . I is a poin o
depa u e o he execu ion o a numbe o o he
pe sonnel ac i i ies. I p o ides in o ma ion on
he posi ion and hus c ea es a pic u e o an
employee who would be sui able o he job.
Since compe encies always ela e o a ce ain
job, hey canno be iden ifi ed wi hou p io job
analysis.
Job analysis is ca ied ou by 55%
o o ganisa ions su eyed and 84.6% o
o ganisa ions employing he compe ency-
based app oach. Wi h espec o he su ey
conduc ed, i is possible o s a e ha he
use o he compe ency-based app oach by
o ganisa ions depends on he execu ion o wo k
posi ion analysis (Ha no. 6). Based on he X2
es , he null hypo hesis has been ejec ed a he
5% le el o signifi cance (p- alue = 0.000). The
esul is also confi med by Fishe ’s (p- alue =
0.001). The s eng h o he ela ionship be ween
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Business Adminis a ion and Managemen
he a iables is, acco ding o he alue o Phi
coe fi cien (0.444), C ame ’s coe fi cien (0.444)
and Con ingency coe fi cien (0.406), di ec and
subs an ial; see Table 2.
The applica ion o he compe ency-
based app oach is also de e mined by he
ac whe he o no he pe son esponsible o
human esou ce managemen holds a posi ion
in he o ganisa ion’s op managemen . I he
head o he pe sonnel depa men belongs o
he o ganisa ion’s s a egic managemen eam,
s/he is mo e likely o push h ough he in e es s
in he a ea o human esou ce managemen
han in he opposi e case. In 66.7% o
o ganisa ions applying he compe ency-based
app oach he pe son esponsible o human
esou ce managemen holds a posi ion in he
o ganisa ion’s op managemen . Wi h espec
o he su ey conduc ed i is possible o s a e
ha he applica ion o he compe ency-based
app oach by o ganisa ions depends on whe he
o no he pe son esponsible o human
esou ce managemen holds a posi ion in he
o ganisa ion’s op managemen (Ha no. 7).
Based on he X2 es , he null hypo hesis has
been ejec ed a he 5% le el o signifi cance
(p- alue = 0.036). The esul is also confi med
by Fishe ’s es (p- alue = 0.046). The s eng h
o he ela ionship be ween he a iables is,
acco ding o he alue o Phi coe fi cien (0.201),
C ame ’s coe fi cien (0.201) and Con ingency
coe fi cien (0.197), di ec and low; see Table 2.
2.4 Use o he Compe ency-Based
App oach in Knowledge-Based
O ganisa ions
Knowledge-based o ganisa ions a e
o ganisa ions applying a knowledge-based
app oach o he o ganisa ion. This app oach
pe cei es o ganisa ions as a means o he
de elopmen , in eg a ion, p ese a ion, sha ing
and applica ion o knowledge. Acco ding
o Calab ese [5], he wen y-fi s cen u y
has su aced he need o mo e fl exible and
esponsi e knowledge-based o ganisa ions
capable o apidly adjus ing o he inc easing
a e o change and demands in bo h p oduc s
and se ices. Wu, Ong and Hsu [31] s a e
ha knowledge-based o ganisa ions alloca e
esou ces o in angible asse s in he apidly
changing and highly compe i i e business
en i onmen in o de o gain compe i i e
ad an ages. Gi en he p esence and
complexi ies o in e nal and ex e nal infl uences,
he manage is o en aced wi h he p ospec o
eac ing o cons an changes in he in e nal and
ex e nal en i onmen . In o de o be e ec i e in
ha ega d he manage mus possess hese
pe sonal cha ac e is ics necessa y o imp o e
managemen pe o mance [10].
The su ey conduc ed has e ealed
ha 92.3% o o ganisa ions applying he
compe ency-based app oach eco d knowledge
o hei employees. Despi e he ac ha 82.1%
Numbe o
hypo hesis
Null hypo hesis (H0) P- alue Rejec ion
o H0
Value o Phi
coe i cien
S eng h o he
ela ionship
4
The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no depend on
he exis ence o a pe sonnel depa men .
0.001 Yes 0.316 Mode a e
5
The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no depend on
he exis ence o a pe sonnel s a egy.
0.006 Yes 0.310 Mode a e
6
The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no depend on
he execu ion o wo k posi ion analysis.
0.000 Yes 0.444 Subs an ial
7
The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no depend on
he posi ion o he pe son esponsible o human
esou ce managemen in op managemen .
0.036 Yes 0.201 Low
Sou ce: own
Tab. 2: The esul s o he quali a i e cha ac e is ics es o hypo heses no. 4, 5, 6 and 7
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118 2015, XVIII, 1
Ekonomika a managemen
o o ganisa ions use knowledge bases (c ea ed
wi hin he o ganisa ion); only 20.5% o hem
mo i a e hei employees o sha e, ans e and
p ese e knowledge in he o ganisa ion. Based
on he abo e-s a ed esul s, wo las hypo heses
we e es ed; see Table 3. Bo h hese hypo heses
ha e been ejec ed and al e na i e hypo heses
ha e been accep ed. Based on he X2 es , he
null hypo hesis (H0 no. 8) has been ejec ed a
he 5% le el o signifi cance (p- alue = 0.015).
The s eng h o he ela ionship be ween he
a iables is, acco ding o he alue o Phi
coe fi cien (0.278), C ame ’s coe fi cien (0.278)
and Con ingency coe fi cien (0.268), di ec
and mode a e. Based on he X2 es , he null
hypo hesis (H0 no. 9) has been ejec ed a he
5% le el o signifi cance (p- alue = 0.000). The
s eng h o he ela ionship be ween he a iables
is, acco ding o he alue o Phi coe fi cien (0.415),
C ame ’s coe fi cien (0.415) and Con ingency
coe fi cien (0.383), di ec and subs an ial. I is
possible o say ha o ganisa ions ha u ilise
he knowledge o hei employees ealise he
impo ance o knowledge managemen and
pe cei e hei employees as an impo an asse
o achie ing a compe i i e ad an age. Wi h
espec o he ac ha knowledge o ms pa
o compe encies, his subsequen ly acili a es
he implemen a ion o he compe ency-based
app oach by o ganisa ions.
3. Discussion
The su ey has ound ha o ganisa ions in he
Czech Republic concen a e on he applica ion
o he compe ency-based app oach in a eas
and ac i i ies a ge ed p ima ily a manage s
and specialis s, a he han on he applica ion
o a compe ency-based model as a whole. The
ou comes p o ided abo e also confi m ha he
applica ion o he compe ency-based app oach
in o ganisa ions in he Czech Republic depends
on he ollowing:
1. he ac whe he an o ganisa ion is pa o
a la ge g oup o o ganisa ions;
2. pe sonnel managemen a angemen s
in an o ganisa ion ( he exis ence o
a pe sonnel depa men , he pe sonnel
s a egy p ocessed in w i en o m, wo k
posi ion analysis execu ion, he posi ion o
he pe son esponsible o human esou ce
managemen in op managemen );
3. he applica ion o knowledge managemen .
Acco ding o he s eng h o he ela ionship
be ween he a iables, he mos impo an
g oup o ac o s is ha ela ing o pe sonnel
managemen o ganisa ion. No dependency on
he size o o ganisa ions and sec o in which
o ganisa ions ope a e has been p o en.
The abo e-said means ha i o ganisa ions
employ he compe ency-based app oach, hey
do no use indi idual ac i i ies (compe ency
iden ifi ca ion, compe ency-based model
de elopmen , compe ency le el measu ing,
compe ency de elopmen ) wi hin hei ame on
an equal basis. This is also alid o indi idual
ca ego ies o employees (o ganisa ions
concen a e in pa icula on manage s
and specialis s). The majo i y o su eyed
o ganisa ions using he compe ency-based
app oach place majo ocus on compe ency
iden ifi ca ion; o he ela ed ac i i ies lag behind.
This means he e is no syne gic e ec which
would occu in he e en o he implemen a ion
o he compe ency-based app oach as a whole.
Acco ding o Ab aham e al. [1], o ganisa ions
ha aspi e o be high-pe o mance
o ganisa ions should be encou aged no only o
compe encies iden ifi ca ion. These esul s a e
Numbe o
hypo hesis
Null hypo hesis (H0) P- alue Rejec ion
o H0
Value o Phi
coe i cien
S eng h o he
ela ionship
8
The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no depend on
he applica ion o knowledge managemen .
0.015 Yes 0.278 Mode a e
9
The u ilisa ion o he compe ency-based
app oach in an o ganisa ion does no depend on
he u ilisa ion o knowledge bases.
0.000 Yes 0.415 Subs an ial
Sou ce: own
Tab. 3: The esul s o he quali a i e cha ac e is ics es o hypo heses no. 8 and 9
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119
1, XVIII, 2015
Business Adminis a ion and Managemen
confi med also by Ma in and Pope [16], who
also poin ou ha s udies e ealed ha in mos
o ganisa ions infl exible compe ency models a e
u ilized and many o hem a e no su fi cien ly
anspa en and dynamic o be used e ec i ely
in oday’s a ying o ganisa ions.
In compliance wi h he esou ce-
based app oach o compe i i e ad an age
de elopmen , i is he employees who become,
due o hei compe encies, an impo an sou ce
o achie ing a compe i i e ad an age. The
impo ance o compe encies o o ganisa ions
canno be o e s a ed; in ac , hey can be he
key o compe i i e ad an age [6]. Compe ency
managemen plays an impo an ole in indi idual
and o ganisa ional le els in he ollowing a eas:
(1) s a egic wo k o ce planning, (2) ec ui men ,
(3) selec ion, (4) pe o mance app aisal, (5)
aining, (6) educa ion and de elopmen , (7)
alen managemen , (8) ca ee managemen ,
(9) pe o mance managemen , (10) succession
planning, and (11) ewa ding and ecogni ion
[25], [13], [1], [15], [9], [24], [19], [27], [22]. Vazi ani
[27] adds ha compe encies and compe ency
models a e a iable ool ha can be u ilized
o p epa e he cu en and u u e wo k o ce
and e ain skilled incumben employees.
Fu he mo e, compe encies and compe ency
models a e an assis i e de ice o indi iduals o
ocus on hei cu en compe encies and e ocus
o enhance hei compe encies as necessa y.
Wi h he knowledge and use o he in o ma ion
con ained wi hin a compe ency model and
awa eness o hei indi idual compe ency
s eng hs and weaknesses, indi iduals may
manage hei u u e job o ca ee success,
na iga e hei cu en chosen ca ee pa hway,
o apply he in o ma ion o examine new ca ee
oppo uni ies [27].
Conclusion
Based on he e alua ion o he su ey a ge ed
a he use o he compe ency-based app oach
in o ganisa ions in he Czech Republic, i is
possible o s a e ha despi e he ac ha he
applica ion o he compe ency-based app oach
has a demons able impac on he ulfi lmen
o o ganisa ions’ s a egic goals; i is applied
by only 35.8% o esponding o ganisa ions.
They include in pa icula small and la ge
o ganisa ions. Impo an ac o s ha de e mine
he use o he compe ency-based app oach in
hese o ganisa ions include: he a fi lia ion wi h
a la ge g oup o o ganisa ions, he high le el
o pe sonnel managemen o ganisa ion and he
applica ion o knowledge managemen which
acili a es he applica ion o he compe ency-
based app oach by o ganisa ions. Wi h
espec o he abo e said o ganisa ions a e
ecommended o ocus on he applica ion o
he compe ency-based app oach as a whole,
which will igge he equi ed syne gic e ec
and con ibu e o he e fi cien u ilisa ion o
compe encies in managemen . In he ully
in eg a ed human esou ce managemen
sys em employing he compe ency-based
app oach, compe encies ep esen a key
p e equisi e o e fi cien pe o mance. This
will subsequen ly b ing benefi s a bo h he
o ganisa ional and indi idual le els.
The a icle has been p epa ed wi h he
suppo o he Czech Science Founda ion
GP 402/09/P616 “Use o Compe encies in
Knowledge-Based O ganisa ion”.
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