Competency models

"He who has a why to live for can bear almost any how." (F. Nietsche)

Competency models form the basis of a modern system of human resources management. They can be updated and easily adapted according to the company´s development. The complexity of this service saves time and money.





Competency models describe competencies, i.e. knowledge, skills, experience and personal characteristics that are necessary for required performance on a given job position.

Specialist Service started working with competency models in 2002. In 2011 we designed competency models for selected job positions in the National Jobs Framework and in 2013 we took part in the EU Commission Project "Transferability Skills across the Sectors".


Models of key competencies
These models describe competencies that are common and vital to all the employees of a company regardless of their position and role in the company hierarchy.

Specific competency models
These models identify employee’s competencies (and their levels) that are typical of a successful worker on a specific position and in a concrete organization.

Generic competency models

These models represent a time-tested list of competencies for specific positions (salesman, HR manager, financial director etc.). They result from wide experience of the recruitment agency, research and development activities. These models are a reliable base for defining those competencies that are necessary for good performance on a certain position. They, nevertheless, do not take into account specialties of individual companies. Despite that they facilitate the work of HR workers and managers when selecting their employees, in orientation processes, assessments and training of employees etc.





  • applying the competency approach enhances the quality of the personnel work in a company, contributes to the stabilization and promotion of company values, facilitates the work of managers and HR managers when:
    • selecting
    • training
    • assessing their employees
  • competency models contribute to the improvement of the selection process as they provide an utterly precise description of what the job applicant has to know and be skilled at in order to be hired
  • they give valid information on the employee´s performance and on how the new employee has adopted necessary knowledge and skills during the orientation period. They define the level of competencies that the applicant has to demonstrate at the end of the orientation period.
  • competency models also give a detailed description of competencies required from qualified workers
  • competency models can be used in developmental assessment of workers, their promotion and further training



Reference provided upon request