Fernando Vargas Zúñiga*
Consultant Cinterfor/ILO
August 2002

 

INTRODUCTION

1. SOME REMARKS ON THE CONCEPT OF COMPETENCY
The definition of competency has evolved from a standardized concept towards a comprehensive concept

2. WORK BY COMPETENCIES IN TRAINING

The cycle: identification of needs, structuring the response, execution and evaluation
The phases of work by competencies: Identification, Standardization, Training, Evaluation-Certification.

3. HUMAN TALENT MANAGEMENT (HTM) BY COMPETENCIES

Human talent management by competencies stems from the development of a referential framework or competency model
Usually the competency "model" even includes the definition of levels and expected conduct
Structure of a competency framework at company level
Current human talent management models include an anticipative or predictive function, a flow function and a release function

4. WHAT ABOUT CONVERGENCES?

In the concept of labor competency
The utility of the focus for understanding the new characteristics of work
The notion of competency as a promoter of productivity and competitiveness
The notion of competency as a cohesive element in educational and organizational reforms
The need to develop competencies from education for work and for a whole lifetime
A cycle of identification, training, evaluation, development; which can support organizational innovation

5. WHAT REMAINS TO BE RESOLVED? CHALLENGES AND DIVERGENCES

Competency as tasks and attributes v competency as mobilization of resources
Competency standards v competency dictionaries
Who defines competency, the people in the organization or the management of the organization?
An enveloping standardized system (top-down) or a "custom made" system of activity (down-top).

 

 

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* Consultor de CINTERFOR/OIT

The Inter-American Centre for Knowledge Development in Vocational Training (ILO/Cinterfor)
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