Introduction
Functional analysis is an analytical methodology that consists of establishing labor competencies through the identification and ordering of productive functions, accurately describing an occupational area from its main purpose to the individual contributions required for compliance (Know, 1998).
In this methodology, the main purpose is broken down into functions, under a result-cause relationship where each function must be delimited and separated from its specific work context.
Terms
Main Purpose: describes the raison d'être of the productive activity, the company, or sector, according to the level at which the analysis is being carried out. The result of the activity that is analyzed is described concretely.
Function (Key function): an integrated and articulated process of procedures that involve individual performances, aimed at achieving the objectives of production of goods or services.
Sub-function (Main Function): contains the procedure followed in the production process more precisely and organically. It allows the organization of the various technical and organizational procedures in a given Area of Labor Competence.
Competence Unit: groups the contributions and individual achievements (as elements of competence) and reconceptualizes the so-called job, being able to observe various integrated positions, redefined in terms of productive functions. The unit not only refers to the functions directly related to the objective of the job, it includes any requirements related to health and safety, quality and work relations.
Element of Competence: constituent part of a unit of competence that corresponds to the individualized productive function, that is, that expresses what a person must be able to do at work. They refer to actions, behaviors and results that the worker achieves with her performance. They are completed with performance criteria, evidence of performance, evidence of knowledge and the context of application.
Element Complements
Performance Criteria: it is the set of attributes that the results obtained must present, as well as the performance of an element of competition; that is, the how and what is expected of performance. Performance criteria are associated with elements of competence.
The person is competent when…
Evidence of Performance: are the situations, results or products required to demonstrate efficient performance in the circumstances and productive areas where the individual proves, through evaluation, their competence. Evidence for performance is delimited by the context of job performance.
In carrying out the activity, the person must show the following evidence:…
Evidence of Knowledge: the individual possession of a set of knowledge, theories and principles that support efficient performance in the individual, facilitating the transferability of their performance. Such evidence is associated with the evaluation process.
In carrying out the activity, the person must demonstrate that he knows:…
Application context: describes the variety of circumstances and possible areas in which a worker must demonstrate competence. That is, it describes the productive environment where the individual applies the element of competition and offers indicators to judge that the demonstrations of performance are sufficient to validate it.
The context in which the activity is carried out includes the following items:…
Analysis Levels
Example:
The main purpose, function (key), and units (basic functions) wording is done using the following syntax:
In the next publications we will touch on the AMOD, DACUM and SCID methods.
