The term competencies represents the ability of a person to put into practice all the thoughts, knowledge, skills and values when acting in a specific field or context. They are considered cognitive resources that intervene in the development of an individual, on a personal, social and work level.
Specific skills are acquired through the transmission and assimilation of a person, from contents referring to various areas of knowledge, such as concepts, theories, investigative skills, instrumental knowledge, styles of work, etc. that specify a specific discipline.
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These are necessary for the domain of knowledge, and then apply it to a specific work area, assuming that these areas can be Artistic, Basic Sciences and Technology, Social Sciences and Humanists and Health.
Specific competencies can be:
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In this article you will find:
Functional capabilities
They are those competences that are directly related to the functions that a person performs in the workplace.
For example:
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Flexibility, planning and organization, adaptation to changes, programming of activities and actions, capacity for analysis, capacity for command, strategic thinking, etc.
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Technical capabilities
They are those competences that are related to the content and technical management of an occupation, profession or job.
For example:
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Numerical and mathematical agility, ease of accounting management, management of several languages, manual agility, reading comprehension, ease of writing texts, management of tools and systems, etc.
Specific skills applied to the labor field
According to the different competences acquired, a person must have the ability to:
- Demonstrate understanding and knowledge of concepts, theories, procedures and principles related to basic disciplines.
- Make appropriate use of tools for professional development in all areas.
- Identify new technologies and evaluate their application to meet job needs.
- Show knowledge of the organizational context in which their work unfolds.
- Make appropriate use of the principles and techniques of person-person, person-teams, person-technology interaction.
- Finding suitable solutions to eventualities and problems, perceiving the suitability of possible actions, in addition to understanding the complexity of implementing it and the limitations of time and cost.
- Project results taking into account possible restrictions.
- Show knowledge of the inner workings of the workplace.
- Evaluate equipment, systems, machines based on certain quality criteria.
- Identify, analyze and define the requirements of your work area, to solve problems or achieve organizational objectives.
- Conceive and plan actions, tasks, projects using the necessary knowledge and methodologies.
Companies and skills
Each company or institution is different and as such requires and demands its own skills based on its specific needs. Well, even in the case of companies in the same sector, they are similar companies, but they do not work in the same way, nor do they own the same needs.
The human resources team in their recruitment work should never use the same considerations for different companies, or for different positions, because there are simply base differences.
In every company, before considering the creation of a job offer and the hiring of personnel, there must be a profile of the position, where specify and make known the specific and generic competencies that a prospect requires to fill that position in the most efficient way possible.
In conclusion, it is necessary to know that there are other different competencies. Basic competencies are the set of skills acquired in the course of the first years of life and are Inescapable to achieve an educated personal development, the generic ones are the qualities or attributes that are strengthened with the creativity. Finally the specific competences, which were discussed throughout this article and in simple words refer to specialized knowledge.
