Pathology of a competency-based human resource management system results in the managers developing appropriate schedules for employee growth and excellence to gain a competitive advantage. The present study is meant to be an applied study of a descriptive exploratory nature. Information and data gathering involves library and field research making use of interviews and questionnaires. The statistical population of this study is comprised of experts including 10 human resource managers and chief officers, selected using a targeted method. The components were determined and analyzed using the experts’ opinions and the Delphi method; furthermore, by implementing the importance-performance analysis, low-performance but high-importance components were categorized in 6 groups of “Human Resource Supply System”, “Human Resource Training and Development System”, “Human Resource Retention System”, “Human Resource Labor Relations System”, “Human Resource Performance Management System”, “Human Resource Reward System”. Moreover, to rectify the problems, the Fuzzy DEMATEL method was implemented with the results showing the “Human Resource Supply System” problem to be the most effective, eventually leading to the problem of “Human Resource Performance Management System”, being the most affected. Managers can reach a desirable human resource management system by identifying individuals of professional competence to compete in a dynamic economy.