|
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:
|
|
LCS become a powerful facilitator to create a language shared by all actors in the training processes conducted at the enterprise.
LCS define a competent performance against which it is possible to compare the performance observed in a worker and detect the areas of competency that need improvement in order for the worker to be considered competent. They are a clear reference to judge whether the worker has the labour competency in question or not.
In this sense, LCS are the basis of a number of processes within human resources management: selection, training, assessment and certification.
A competency standard may offer a fundamental criterion for the selection of personnel for a wide range of occupations within the enterprise, rather than for just one job. It is a key element for the design of training curricula, since it establishes the elements of competency and the evidence and criteria of performance that may become guides for specifying the objectives of training modules and the learning objectives of each of the defined modules. Entrepreneurs will know what to expect from a training programme based on a competency standard. Workers will know what the training content will be from the LCS.
The assessment of labour competencies acquires a much more objective dimension when it is done by taking LCS as a reference. In this way, performance is verified with regards to the content of LCS, leaving aside possible subjective elements. Workers may know about the occupational content of the standards against which their performance will be compared in order to assess them.
Occupational certification also takes place with regards to LCS. In this way, the certificate gives a sense of possession to those who have obtained it, since it focuses on the description of their competencies taking a standard as the starting point. Therefore, workers will show certifications concerning what they are capable of doing, not only the training hours and the names of the courses they attended.
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