competition What is working?
There are many and varied conceptual approaches to job competition. A generally accepted concept is defined as the effective ability to successfully accomplish a work activity fully identified. Job competition is not a probability of success in the execution of a job, it is a real and proven.
A good categorization of the competition, which allows better approach to definitions, is the difference between three approaches. The first sees the competition as the ability to perform tasks, the second focuses on personal attributes (attitudes, skills) and the third, called "holistic", includes the two above.
Here are several definitions of labor competition made by experts, national training institutions and national institutions for standardization and certification.
Definitions of some experts
some definitions have been selected trying to build as comprehensive a range as possible.
Agudelo: (1) comprehensive capacity of a person to perform effectively in specific work situations.
Bunk: (2) professional competence has who has the knowledge, skills and attitudes needed to practice a profession, practitioners can solve problems independently and flexible, is able to assist in their professional and work organization. Ducci
: (3) Competition is the construction work meaningful learning and social useful productive performance in a real work situation is obtained, not only through instruction but also, and in great measure through learning by experience in actual working situations.
Gallart, Jacinto : (4) A set of properties in permanent modification must be submitted to test the resolution of specific problems in work situations that involve certain uncertainties and technical complexity [...] not from implementation of a curriculum [...] but an exercise in application of knowledge in critical situations.
Gonzci : (5) A complex structure of attributes necessary for performance in specific situations. This has been considered a holistic approach as it integrates and relates attributes and tasks, allowing several intentional actions occur simultaneously and takes into account the context and culture of the workplace. It allows us to incorporate ethics and values \u200b\u200bas elements of competent performance.
Le Boterf : (6) A construction, from a combination of resources (knowledge, know-how, skills or abilities, and environmental resources (relations, documentation, information, etc.) that are mobilized to achieve performance .
Mertens : (7) brings an interesting distinction between the concepts of skill and competence. While on the rating means the combination of knowledge and skills that individuals acquire during the process of socialization and training, competition regards only certain aspects of knowledge and skills: the need to reach certain results required in a given circumstance, the real capacity to achieve a goal or outcome in a given context (8) .
Miranda: (9) In a generic way is usually understood that labor competition includes the attitudes, knowledge and skills that can successfully develop an integrated set of functions and tasks according to performance criteria considered suitable in working environment. Identified in real work situations and describes grouping productive tasks in areas of competition (more or less permanent features), specifying for each of the tasks the performance criteria by which to evaluate their performance as competent.
Prego: (10) "... those personal qualities that predict excellent performance in a changing environment that requires multi-functionality. The learning capacity, the potential in the broad sense, flexibility and adaptability are more important in this sense that the knowledge or practical experience in managing a particular programming language or tool specific information. "
Kochanski: (11) Skills are the techniques, skills, knowledge and characteristics that distinguish a worker has, by its performance on a typical worker in same function or job category.
The above is a good example of competency-based approach focused on the attributes of the person, widely used in the processes of human resource management skills. This approach focuses on the definition of competence as characteristics of the people enabling them to achieve superior performance, resulted in the investigations of David McClelland.
Zarifian: (12 ) "I understand competition, taking initiative and responsibility to succeed, both at the individual, as a group, to a professional situation."
Another example of the competencies approach focuses on personal attributes in the report is known as SCANS (13) which classified two groups: one basic and other transferable skills.
