Studying the Competency-Related Models in Succession Planning

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

“…The importance of competencies to organisations cannot be overstated; in fact, they can be the key to competitive advantage [6]. Competency management plays an important role in individual and organisational levels in the following areas: (1) strategic workforce planning, (2) recruitment, (3) selection, (4) performance appraisal, (5) training, (6) education and development, (7) talent management, (8) career management, (9) performance management, (10) succession planning, and (11) rewarding and recognition [25], [13], [1], [15], [9], [24], [19], [27], [22]. Vazirani [27] adds that competencies and competency models are a viable tool that can be utilized to prepare the current and future workforce and retain skilled incumbent employees.…”

“…In compliance with a resource-based approach to achieve a competitive advantage, it is necessary for organisations to identify, evaluate and develop key employee's competencies in order to achieve a competitive advantage [6], [20], [22]. The application of competencies in the management process enables organisation's requirements and employee's opportunities to interlink in a way to permit their development in mutual harmony and ensure organisation's competitiveness in a market.…”

“…Research and practice related to competencies are typically driven by aspirations to achieve a superior performance (on an individual or organisational level). The competency-based approach to human resource management is not a new approach [22]. According to its development, it is possible to divide competencies into three main development phases.…”

“…There are a number of approaches to a competency-based model development [22]. It is therefore necessary for…”