In the article, the concept of labor competence is approached from 3 points of view: business, psychological and from the point of view of curricular design, fundamentally in the process of training for labor competences for middle technicians, although it can be extended to all types of professionals
Keywords
Competition, job skills, professional skills
At the beginning of the third millennium, the world accumulates an enormous wealth of knowledge and technologies, which together with those to be discovered, make it impossible for man to appropriate them, so an education based on the basic pillars: learning to be, learning to do, learning to learn and learning to live together; for as the National Hero of Cuba, José Martí said: «To educate is to deposit in each man all the human work that has preceded him: it is to make each man a summary of the living world, until the day he lives: it is to put it at the level of its time, so that it floats on it, and not leave it below its time, with which it will be able to float; it is preparing man for life. " This Martian precept has been in force in Cuban education since the first days of January 1959.
Literature talks about job skills or professional skills, often interchangeably. Our criterion in this regard is that the concept of labor competence encompasses the concept of professional competence, because labor implies everything related to the world of work, be it profession or trade. In certain moments of this work both terms can be found, to respect the source where the definition has been extracted, otherwise we will use the term labor competence.
If we thought about the cat concept, we would all come to mind, a feline mammal, but according to the feelings and knowledge they have about this animal, all people would not see it in the same way, some love it, others hate it, others are indifferent and there are those who eat it. As with the cat concept, it happens with the competition concept, everyone thinks they know what they are talking about, some in favor, others against and others with indifference, however it is a multi-faceted concept. The objective of this work is to carry out an assessment of the concept of competence seen from the company, seen as a psychological conformation and from the point of view of curriculum design, in the professional training process.
2. Development
There are different definitions of competencies:
- Labor competence: Set of theoretical knowledge, abilities, skills and attitudes that are applied by the worker in the performance of his occupation or position in correspondence with the principle of Proven Suitability and the technical, productive and service requirements, as well as those of quality, which are required for the proper development of their functions. (According to ministerial resolution 21/99 of the CETSS) A competence is a system of knowledge, conceptual and procedural, organized in operational schemes and that allow, within a group of situations, the identification of tasks - problems and their resolution by an effective action (performance = performance). Technical or labor competence refers to the ability of a person to use their skills to perform a function,a trade or profession according to the requirements defined and recognized by the labor market. (extracted from a non-referenced diskette material) WORK COMPETENCE: Ability of an individual to perform the same productive function in different contexts and based on the quality requirements expected by the productive sector. This aptitude is achieved with the acquisition and development of knowledge, skills and abilities that are expressed in knowing, doing and knowing how to do. (Mertens, 2000)This aptitude is achieved with the acquisition and development of knowledge, skills and abilities that are expressed in knowing, doing and knowing how to do. (Mertens, 2000)This aptitude is achieved with the acquisition and development of knowledge, skills and abilities that are expressed in knowing, doing and knowing how to do. (Mertens, 2000)
The following definitions are taken from the web page The 40 most frequently asked questions about training by competences dated: September 25, 2000:
- KNOW (Mexico) the productive capacity of an individual that is defined and measured in terms of performance in a given work context, and not only of knowledge, abilities, skills and attitudes; These are necessary but not sufficient by themselves for effective performance. INEM (Spain) «professional competencies define the effective exercise of the capacities that allow the performance of an occupation, with respect to the levels required in employment. "It is more than technical knowledge that refers to knowledge and know-how." The concept of competence encompasses not only the skills required for the exercise of a professional activity, but also a set of behaviors, power of analysis, decision making, transmission of information, etc.,considered necessary for the full performance of the occupation.POLFORM / ILO: Labor competence is the social construction of significant and useful learning for productive performance in a real work situation that is obtained not only through instruction, but also - and to a large extent - through learning by experience in specific work situations. It is worth mentioning that the ILO has defined the concept of "Professional Competence" as the suitability to perform a task or perform a job effectively by possessing the required qualifications. In this case, the concepts of competence and qualification are strongly associated since qualification is considered an acquired ability to perform a job or perform a job. Quebec Province:A competence is the set of socio-affective behaviors and cognitive, psychological, sensory and motor skills that allow a role, function, activity or task to be properly carried out. Federal Council for Culture and Education (Argentina): An identifiable and evaluable set of knowledge, attitudes, values and skills related to each other that allow satisfactory performance in real work situations, according to standards used in the occupational areaAUSTRALIA: Competence is conceived as a complex structure of attributes necessary for the performance of specific situations. It is a complex combination of attributes (knowledge, attitudes, values and abilities) and the tasks that have to be carried out in certain situations. This,It has been called a holistic approach in that it integrates and relates attributes and tasks, allows multiple intentional actions to occur simultaneously, and takes into account the context and culture of the workplace. It allows us to incorporate ethics and values as elements of competent performance. GERMANY: Has professional competence who has the knowledge, skills and aptitudes necessary to practice a profession, can solve professional problems autonomously and flexibly, is able to collaborate in their professional environment and in the organization of work.National Council for Vocational Qualifications (NCVQ): In the English system, rather than finding a definition of labor competence, the concept is latent in the structure of the standardized system.The labor competence is identified in the norms through the definition of elements of competence (labor achievements that a worker is capable of achieving), performance criteria (definitions about quality), the field of application and the required knowledge. In this system, five levels of competence have been defined that allow differentiating the degree of autonomy, variability, responsibility for resources, the application of basic knowledge, the breadth and scope of abilities and skills, the supervision of the work of others and the transferability from one area of work to another.the field of application and the required knowledge. In this system, five levels of competence have been defined that allow differentiating the degree of autonomy, variability, responsibility for resources, the application of basic knowledge, the breadth and scope of abilities and skills, the supervision of the work of others and the transferability from one area of work to another.the field of application and the required knowledge. In this system, five levels of competence have been defined that allow differentiating the degree of autonomy, variability, responsibility for resources, the application of basic knowledge, the breadth and scope of abilities and skills, the supervision of the work of others and the transferability from one area of work to another.
So far we have different views on the definition, let's continue with the study.
The following definitions were taken from the “ Training by competencies. Instrument to increase employability ”date: September 27, 2000
- “An individual's productive capacity that is defined and measured in terms of performance, not only in terms of knowledge, abilities, skills and attitudes; which are necessary but not sufficient. "" Multifaceted ability to perform a productive function according to a recognized standard "" Attribute that today's high-performance entrepreneur looks for in tomorrow's employees. "" An identifiable and evaluable set of related knowledge, attitudes, values and skills that allow satisfactory performance in real work situations, according to standards used in the occupational area »
The concept of competence that is being handled especially at the level of the curricular design commissions is the one that derives from the following definitions:
- Competence refers to the "knowledge, attitudes and skills necessary to perform a given occupational task". (Prof. Robert Norton of the Center for Employment Education and Training, Ohio State University, Columbus, USA) For Thomas Gilbert it is a valuable performance function, the true value of human competence. For this author, it is derived from real achievements rather than from behaviors or conducts. These achievements or results can be a product, service or decision derived from that performance. From the occupational point of view, competition is understood as the real performance in which the worker shows mastery in a certain task whose result is a product or service valuable to the employer or consumer Competences :Mental, cognitive, socio-affective and psychomotor operations that need to be appropriate for the generation of specific skills for professional practice (Brum J and M. R Samarcos Júnior, 2001) »The notion of competence, as used in relation to the world of work, it is situated halfway between the knowledge and the concrete abilities; Competition is inseparable from action, but it also requires knowledge. An old definition from the Larousse dictionary from 1930 said: “in commercial and industrial affairs, competence is the set of knowledge, qualities, capacities, and abilities that allow discussion, consultation and decision regarding work. It supposes reasoned knowledge,since it is considered that there is no complete competence if the theoretical knowledge is not accompanied by the qualities and the capacity that allows executing the decisions that said competence suggests. ” They are then a set of properties in permanent modification that must be subjected to the test of solving specific problems in work situations that involve certain margins of uncertainty and technical complexity. (Gallard and Jacinto, 1995) «the set of knowledges (know, knowing how to do, knowing how to be and knowing how to be –knowledge, procedures and attitudes) combined, coordinated and integrated in professional practice ». Mastering this knowledge "makes him able" to act effectively on an individual in a professional situation. (Tejada, 1998).Globally considered for any type of professional, it would include “the abilities to transfer skills and knowledge to new situations within an area of labor occupation; encompasses work planning and organization, innovation, and the ability to engage in non-routine activities; it includes the qualities of personal efficacy that are needed in the workplace to interact with colleagues, managers and clients ”(Tejada, 1998). Competences is the new paradigm of employment. The attributes that a worker must have to occupy a certain position ……. In the current conditions of competitiveness and productivity, the concept of competencies prevails with regard to the training and development of human capital.The concept of competence seeks to define and evaluate the capabilities of the worker according to his performance in a work situation. Job competence is not a probability of success in performing the job, it is a real and proven ability. (Donna, s / f)
Professional competence:
The ability to mobilize, articulate and put into action the values, knowledge and skills necessary for the efficient and effective performance of activities required by the nature of work.
A set of knowledge, know-how, and behaviors implemented in a timely manner in a work situation. (Ravitsky, M. 2002)
According to Ravitsky (2002) the consequences of the competitions are:
- It is impossible to measure competence, except in the workplace. Initial training has a broader ambition which is to prepare the young person to face the future. Therefore, initial training must give more knowledge than is necessary in the short term. The concept of competence must be viewed in a dynamic way (ability to face new work situations, to adapt, to develop autonomy)
Dr Aragón (2002) states:.
The need to establish a Cuban model of training by competencies, based on our Polytechnic School model and on our graduate model, which has a political and economic culture, strong preparation in the basic sciences and basic professional training.
- The competences have to be integrative of knowledge, skills, attitudes and capacities, they have to be competences to train man for life, not competences to train them for a job, not to train a disposable hard-working graduate who once completed his productive cycle planned, be left helpless in the world of work. Not to form machines but men for life.
Let's continue looking at other definitions.
"Set of characteristics of a person that are directly related to good performance in a certain task or job." (Boyatzis, 1982)
«An underlying characteristic of an individual that is coincidentally related to an effective or superior performance in a situation or job defined in terms of criteria (Spencer and Spencer, 1993)
"Set of knowledge, skills, dispositions and behaviors that a person possesses that allow them to successfully carry out an activity" (Feliu and Rodríguez, 1996)
"A skill or personal attribute of a subject's behavior that can be defined as a characteristic of his task-oriented behavior can be classified logically and reliably" (Ansorena Cao, 1996)
"A dimension of overt and overt behaviors that allow a person to perform efficiently" (Wordruffe, 1993)
Vargas J (2001) in his article «The changing rules of global competitiveness in the new millennium. Competences in the new paradigm of globalization »makes an interesting analysis about the use of the term competence in the managerial field expressed in the previous definitions and its significance from a psychological perspective. In this sense, it highlights that the competences:
- They are permanent characteristics of people. They are revealed when a task or job is executed. They are related to the successful execution of an activity. They have a causal relationship with job performance, that is, they are not associated with success but rather it is assumed that they actually cause it. They can be generalized to more than one activity. They combine the cognitive, the affective, the behavioral.
Concept of Professional Competence of the Dra in Psychology, Viviana González Maura.
«A complex psychological configuration that integrates in its structure and motivational, cognitive and personological resources that are manifested in the quality of the subject's professional performance, and that guarantee responsible and efficient professional performance» (González, V, 2002)
Competition
Complex capacities that have different degrees of integration and are manifested in a wide variety of situations corresponding to the different spheres of human, professional and social life (González, V, 2002)
Complex integration of attributes that place emphasis on the human capacity to innovate, to face change and manage it anticipating and preparing for it. It is more than the sum of all these attributes is a system that results from the combination, interaction and implementation of these attributes in a real work situation. (González, V, 2002)
It is a system of knowledge, skills, attitudes, values, motives, aptitudes and capacities that the individual must possess for the satisfactory performance of their work activity, committed to the Cuban social project. (ISPETP group of authors)
From these concepts presented, we can infer that a competence is at a higher level than a skill, since the former integrates a set of skills, knowledge, and behaviors of the individual to successfully perform a given activity. In other words, an integral competence: knowing, knowing how to do and knowing how to be.
The authors of this work consider that any definition that is assumed of labor competences must in summary propose the following scheme:
System
Knowledge Habits Values Skills Attitudes Aptitudes Motivations >>>
Possess the individual in the application of his work >>>
Obvious result: efficient performance at work
Examples of competences are:
- Repair an engine Perform physical-chemical analysis Negotiate a personal loan Apply road traffic regulations Use a computer and basic programs Make a medicine
It is necessary to argue that the name alone does not indicate much about the nature of the competition; since the framework plan or descriptor of the competence is needed where the elements of competence, the context of performance and the performance criteria are established. In addition, it is also necessary in terms of curricular design to have the course plan or program of the competition, it describes the sequence of teaching and learning activities for each element of competition and the objectives to be met by the students.
How to classify the competences?
At our discretion, competencies are classified into general and private.
General competences are those that cover almost all professions and trades, and are related to the basic preparation of the individual; for example, using the computer, communicating orally and writing in their language, interpreting text in a foreign language, applying calculation methods, etc., while the particular or specific competences are those that determine the profession, for example, making a medicine., program a certain type of software, perform a certain type of surgical operation, etc. However, there is also another classification that we will not discuss in basic, generic and specific (see The 40 questions on training by competencies)
In the "Mártires de Girón" Polytechnic of Chemistry, a pedagogical experiment was carried out for the introduction of training by competences in Cuba, in the period between 1999 and 2002, for which purpose it took the specialty of middle technician in Industrial pharmacy and from the applied methodology the following competencies were determined:
| GENERAL COMPETENCES | |
| 1) Interpret codes and graphics | |
| 2) Apply problem solving model | |
| 3) Apply calculation methods and statistics | |
| 4) Interpret texts in Spanish | |
| 5) Interpret texts in English | |
| 6) Communicate orally and in writing in Spanish | |
| 7) Apply Chemistry principles | |
| 8) Apply Physics principles | |
| 9) Apply principles of Biology and Microbiology | |
| 10) Apply quality assurance standards | |
| 11) Apply safety and hygiene standards | |
| 12) Use the computer | |
| 13) Operate equipment of the production process | |
| 14) Perform chemical laboratory procedures | |
| SPECIAL COMPETENCES | |
| 15) Analyze the job function | |
| 16) Perform physicochemical analysis | |
| 17) Perform biochemical analysis | |
| 18) Perform microbiological analysis | |
| 19) Make liquid medications | |
| 20) Make solid medications | |
| 21) Make medicines. semi-solid | |
| 22) Make suppositories | |
| 23) Make aerosols | |
| 24) Make parenterals | |
| 25) Make blood products | |
| 26) Carry out a technical chemical project | |
| 27) Carry out a chemical-pharmaceutical technical project | |
| 28) Take charge of a technical project |
3. By way of conclusions
What does it mean to train technicians with a curricular design for job skills?
A design for labor competencies is that design, which is structured didactically respecting what an individual needs to know, do and be, according to the norms of the profession for which he is being trained, observing his preparation for life, people are trained, not machines are made. Therefore, the following elements must be taken into account:
- You cannot lose sight of the humanist perspective from the Martian point of view (you have to train for life not for a job): intellectual-humanist-utilitarian-political-politician You must be formed with a general culture and a comprehensive professional technician.Valuing human resources not only as a whole of knowledge and skills, but also of human beings The full integration of that worker to that society The needs and socioeconomic demands of the country Develop in training more procedures and attitudes and enhance knowledge Greater integration school - productive entity
Is a "super-technician" formed through a curricular design for job skills?
Obviously not, but it is possible to form a more comprehensive person, better prepared for life because in the process of training by competencies, there is a demand for a conjugation of knowledge, procedures and attitudes (understand attitudes such as knowing how to be and act of the person, with a humanistic and Martian approach to the subject) that the individual must possess to face his future life and never as an infallible tool to produce and compete.
From all these concepts we can infer that there are three approaches to the concept of competition:
- Business point of view. Competition seen in the efficient performance of the worker Psychological point of view. Competence as a complex psychological conformation, which implies motivational and affective components of the subject. Point of view of the curricular design. How to train a professional with the knowledge, procedures and attitudes required to occupy the space that corresponds to him in society.
But the three united would give us a more comprehensive vision, a holistic vision of this definition so complex and so controversial in these times.
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