Application of the competency-based approach in organisations in the Czech Republic

111 1, XVIII, 2015 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 EM_1_2015.indd 111EM_1_2015.indd 111 4.3.2015 11:42:384.3.2015 11:42:38 112 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 EM_1_2015.indd 112EM_1_2015.indd 112 4.3.2015 11:42:384.3.2015 11:42:38 113 1, XVIII, 2015 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 EM_1_2015.indd 113EM_1_2015.indd 113 4.3.2015 11:42:384.3.2015 11:42:38 114 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 EM_1_2015.indd 114EM_1_2015.indd 114 4.3.2015 11:42:384.3.2015 11:42:38 115 1, XVIII, 2015 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 EM_1_2015.indd 115EM_1_2015.indd 115 4.3.2015 11:42:384.3.2015 11:42:38 116 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 EM_1_2015.indd 116EM_1_2015.indd 116 4.3.2015 11:42:384.3.2015 11:42:38 117 1, XVIII, 2015 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 EM_1_2015.indd 117EM_1_2015.indd 117 4.3.2015 11:42:384.3.2015 11:42:38 118 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 EM_1_2015.indd 118EM_1_2015.indd 118 4.3.2015 11:42:384.3.2015 11:42:38 119 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”. Re e ences [1] ABRAHAM, S. E., KARNS, L. 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