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The introduction of the General Competence Framework allows for the establishment of a system in which appropriate people are placed in appropriate jobs. At the same time, it enables the development of a human resource management system based on the principle of merit, because the standards by which candidates and employees are evaluated (whether in the selection process or performance appraisal) are transparent and consistent for all. Hence, the General Competence Framework applies at all stages of the human resource management process, integrating them into a single and coherent system. Competencies (general and special) as a separate requirement for each job should be contained in the job description. Job candidates should be selected so that during the interview the indicators will determine the level of mastery of the general and special competencies. Evaluation of performance based on evidence should be done taking into account what the employee has achieved (work goals and objectives) and how he has achieved it (possession of general and specific competencies). The individual plan for professional development is created based on the expressed and perceived needs for improvement of the general and special competencies required for the job. Change management and competencies. Advancement should be based on meeting higher-level work criteria, which require a higher level of competence (as defined in the job description, in line with the General Competency Framework). The applicability of the General Competence Framework in the effective implementation of a series of processes related to human resource management shows how important it is for successful public administration reform. Responsible for the implementation of the Framework for General Competencies in Institutions are the heads of the institutions, the managerial administrative officers and especially the heads of the organizational units for human resource management. This brochure provides instructions on what to do (goals) and how to approach the process (change management).