Competence - what does it mean?

Our training offer is based on the following assumptions:

• Competence is the key word in creating personnel management policy and personnel development.
• Competence is defined as a variable feature - which means that one cannot manage invariable features (that should be accounted for in the recruitment and selection process).
• Another important feature of competence is its measurability. To create measures for competence there must be subject to measurement. In our proposal we try to concentrate on observational, soft measures. Although in case of certain competencies it is worth considering the use of hard measures, for example a test, examination or scientific degree. Measurability of competencies contributes to the creation of a general index of changes regarding the competence of the personnel.
• Competence means the ability to use, exploit and share knowledge and skills within a given range.

 

Designing and implementation of trainings with the use of competencies is particularly helpful to companies:

• Which act on a highly competitive market, where the changes are stepwise and unpredictable – for instance in the field of information technology, telecommunication, or based on new technological and scientific developments.
• Which are in the phase of formation or merging with other companies.
• Which intend to develop the policy of human investment resulting from the lack of appropriately qualified personnel on the work market or unpredictable changes in the external environment with regard to competencies.
• Which are in the phase of restructuring that requires the employees to obtain new qualifications that have previously been redundant.
• Which intend to compete on the European or other foreign markets.