|
Labour competencies |
| 40 Questions on labour competency | |
 |
|
|
|
Observatory of experiences |
|
|
| Publications | |
| |
|
| Links | |
| |
|
| Home | |
| |
|
|
Write your e-mail address to receive news from this site
Last
update:
|
|
5. What are the advantages for a worker with competency-based training?
The certification of labour competencies implies an advantage for workers since it recognises acquired competencies even during their experience and it does not limit the description of their labour skills to whatever their academic life was. The most developed models of the approach on competencies focus on providing certification with the same value as academic degrees, thus destroying the concept of first-class and second-class education.
On the other hand, in organisational terms, when workers know what is expected from them, they can be more efficient and motivated than those which are appointed to a position but are not made aware of the larger framework and the organisation’s functions. The workers will take part in training plans that are much more directed to the improvement of their performance and the assessments will be more meaningful since they will contribute to the organisation’s objectives.
Workers can definitely benefit from the advantages that a transparent market - with a sound certification system - offers. It is expected that a training process develops wide-range competencies that may be applied in a variety of labour situations. These competencies are often called key competencies. In this sense, it has been the case that while performing different labour activities there are competencies in common that are involved. These competencies are not exclusive of one job post but rather they can be owned and exercised in different job positions.
Competency-based training contributes to the fact that workers can take advantage of their skills in a wider range of employment options. This is how training and certification support employability. Additionally, competency-based training privileges the development of abilities associated with understanding, conceptualisation of what is being done and, therefore, it facilitates learning and re-adaptation. Its focus is more open and inclusive in terms of application at work.
It goes beyond the privileged attention to the development of physical skills since it has a conceptual basis and particularly because it focuses on results and the competencies behind them.
Compensation mechanisms may be much easily related at the level of competency and therefore be clear for the worker and the enterprise. The chances of labour mobility may be better judged when the competencies required by other departments in the enterprise are known. It is possible that some of the competencies associated with certain areas of performance be completely transferable to other areas. If such competencies are recognised and certified, promotion decisions can be sped up and it may motivate others who wish to carry out training actions in order to become eligible for those new positions.
The Inter-American Centre for Knowledge Development
in Vocational Training (ILO/Cinterfor)
Avda. Uruguay 1238 - Montevideo - Uruguay - Tel: (5982) 908 6023 - 902 0557
- 908 0545 - Fax: (5982) 902 1305
webmaster@cinterfor.org.uy
Copyright © 1996-2008 International Labour Organisation (ILO) - Disclaimer