The Application of Competency Management to the Recruitment and Selection of Civil Servants

This chapter proposes to define the concept of the competency framework used in the new recruitment system for civil servants and to identify the opinion of specialists in personnel management in the public sector regarding the organization of the national competition. In our country, the legislative framework introduced competency management as a part of a broader reform of the change process. Competencies were meant to change traditional personnel management into strategic human resource management. The methodological plan of this chapter consists of consultation of the specialized literature to identify the differences between the current recruitment system and the future national competition and the existing similarities between the national and European recruitment systems. The purpose of our research is to establish the perception of human resource specialists and senior civil servants regarding the new recruitment system and the concepts used in the strategic development of public sector organizations. The results of the study demonstrated that competency management will be well integrated into the government’s human resource system, helping to attract and develop talented employees and identify the right person for a job. Competency management is used in the public sector in many countries as it has proved to be an effective way of defining the abilities and behaviours needed for people to do their job well and linking a number of key human resource management activities to ensure that an organization is staffed by competent people who perform effectively.