Labor Competencies (definition and types)

Competition is currently defined as the skills, the knowledge and the performance capacity. Although this term has been used loosely, it can have some consequences for a specific company. In the real world it doesn't matter when it is eventually used to determine a person's physical and mental abilities, but it does is of great importance when used in job analysis to detail job requirements and job schedules. performance. Competence requires endless skills and knowledge. You also need the correct and appropriate attitude for good business behavior. Employees who maintain the right attitude are considered the most competent. The labor competencies It is a very common term and it is affected by the technological world.

The recruitment factor, option, contract and performance appraisal of employees has become very popular, not only among professionals in the human resources department, but also among management departments. Competition is the total complement of skills, ideas and attitudes, which is established in the behavior of employees. It is considered as the means to achieve the desired objective.

For example, a customer service representative for technology services can be very skilled and knowledgeable on the subject. computer, but if he does not show up at the time chosen by the client, he is considered an employee incompetent.

For many decades, numerous studies have been carried out on labor competence, especially to choose For a managerial or supervisory position, job competencies are classified in the following ways:

• Administrative competences.
• Supervisory competences.
• Communication skills.
• Cognitive skills.

Administrative competences

Administrative competencies involve the administration of work, specifically including the following objectives:

• Time management and arrangement of priorities.
• Determined purposes and standards.
• Organization and classification of work.
• Communication skills that constitute: The clarity of communication, obtaining objective information and building competent teams.

Time management and priority corporation

Based on all levels of focus, time management is considered a demanding competency that must be retained by all employees. It also has the ability to manage the time of top managers as well as employees. Including self-discipline and inspecting for interruptions based on the behavior of others. This is done to avoid wasted business time.

Setting goals and standards

The term goals and standards are usually competencies that are needed especially for managerial and control positions. It is based on the ability to set activities and projects towards measurable goals and patterns, but with the collaboration of others, to achieve a certain understanding in order to achieve the desired commitment.

Organization and scheduling of work

In the same way as time management, this competence is usually maintained by managerial and control employees and those workers who are dedicated to production. It is based mainly on controlling the remuneration of personnel and managerial matters through the use of execution tools and techniques. This contains the following skills:

• Analyze complex activities to divide them into adaptable units.
• Select and manage the appropriate resources for business activities.
• It uses a special dexterity system to project and schedule the work, in addition to establishing control points and inspection posts in charge of monitoring progress.

Listen and organize

The terms of listening and organizing are communication skills that refer to the people in the organization. It is based on the ability to understand, organize and examine what is heard to offer a clear and precise answer.

These competencies are suitable for employees dealing with clients and those managers who work as a team. In particular, they include practices to identify and verify deductions and assumptions within the organization, it also tries to overcome the barriers imposed to listen effectively, in order to summarize and reorganize the debated topic. Retaining knowledge can skew responses to a particular message.

Clarity of communication

Offering clear information is a competence that must be maintained in managerial employees and inspectors. Either verbal or written, the messages transferred to the audience, be it to internal staff or clients, must be clear, smooth and brief to achieve the desired objectives. The skills consist of overcoming physical, semantic and psychological barriers based on interactions with others. Clear communication preserves the objective and avoids interruptions, and uses persuasion effectively to maintain a climate of mutual patronage and trust.

Objective information

For positions with more responsibility that involve substantial people management, obtaining objective information is a special requirement based on criticism of the company. job competence, in order to guarantee justice within the organization. This ability has to do with the ability to use questions, tracing, and interview techniques to obtain unbiased information and to decipher it properly.