Competencybased curriculum design Turin March 2001

1
Competency-based curriculum designTurin March
2001
Session 1 1015-1200 Monday, 120301

• Lynn Hull - Development Adviser
• Learning Skills Development Agency, England
• lhull_at_LSagency.org.uk

2
What is competency?

• An ability to carry out an activity to prescribed
  standards and with a successful outcome, repeated
  over a period of time and in different
  circumstances

3
The importance of Competency to HRD
Reduction Exit
Business/Strategic Planning
Continuous Professional Development
Recruitment Selection
HRD PROCESS
Appraisal Review / TNA
Remuneration
Progression/ Redeployment/ Succession
4
What is competency?

• Are you competent to drive a car?
• Are you competent to be a parent?
• Are you competent in your job?

5
What is competency?Points for discussion

• Is competency partial or total?
• Can competency be broken down into component
  parts?
• How is competency measured?
• What underpins or supports competency?

6
Practical Exercise 1

• Consider your competency in your job role - how
  competent are you?
• Against what are you measuring your competency?
• Defined standards?
• Job description?
• Pre-set targets?
• Company expectations?
• Own feelings?
• Last appraisal?

7

• How is competency defined?
• What skills/knowledge/abilities do you need to
  carry out your job?
• Can these be categorised?

8
Why Competency?
Occupational Competency Its origins and
challenges
WWW.cinterfor.org.uy
9
CONTENT

• MAIN TRENDS
• Business Operations
• Information and Communications Technology
• OCCUPATIONAL COMPETENCY

10
AN EVOLUTIONARYPERSPECTIVE
ARTISANS (skilled) PEASANTS (unskilled)
INDUSTRIAL REVOLUTION
CONCENTRATION IN FACTORIES
GROWTH OF WORK ETHIC
PRODUCTION LINES
INDUSTRIALISED ECONOMY
MACHINE POWER
TAYLORISM
GROWTH IN SERVICE INDUSTRIES
GLOBALISATION
KNOWLEDGE-BASED SOCIETY
ICT
SKILLED WORKFORCE
11
NEW INTERNATIONAL DIVISION OF WORK
K
12
THE CYCLE OF WORKING LIFE
UNPREDICTABLE
PORTFOLIO CAREERS
PREDICTABLE
LESS JOB SECURITY
WORK FLEXIBILITY
PERIODS OF UNEMPLOYMENT
LIFELONG LEARNING
SAFE
NEW STRUCTURES
PROGRESSIVE
NEW TECHNOLOGIES
ACCEPTANCE OF CHANGE
JOB FOR LIFE
YESTERDAY
TODAY
TOMORROW
13
THE DEMAND FOR COMPETENCIES IS CHANGING
LEVEL
3 2 1
5 4
OFFER
DEMAND
14
THE FABRIC OF THE ORGANISATION IS ALSO CHANGING
BEFORE

NOW
CORE
COMMERCIAL PARTNERS
CONSULTANTS
CORE
INDUSTRIAL PARTNERS
SUPPLIERS
CONTRACTORS
15
THE MAIN DRIVERS FOR CHANGE in a global market
CHANGES IN DESIGN AFTER-SALES SERVICE ON-TIME
DELIVERY FLEXIBLE CAPACITY PRODUCT QUALITY LOW
PRICES
PRODUCTIVITY OBJECTIVES
FLEXIBLE PRODUCTION PROCESS IMPROVEMENT PRODUCT
IMPROVEMENT GREATER OPERATIONAL EFFICIENCY COST
REDUCTION
CAPACITY TO COMPETE
Fuente Mertens Leonard. Competencia Laboral
16
Education System
Work Experience

Informal Qualification
Formal Qualification
SOCIAL COMMAND OF WORK PROCESSES
TECHNICAL COMMAND OF WORK PROCESSES
PROCESS KNOWLEDGE Practical knowledge and skills
(know how)
AFFECTIVE KNOWLEDGE Personal skills (know how
to behave)
UNDERPINNING KNOWLEDGE Facts and theories (Know
that)

• TRANSFERABLE SKILLS
• Adaptation
• rapid learning
• propose alternatives
• cope with the unexpected
• Relation and communications
• understand human relations
• relate clear messages
• active listening
• encourage good relations both internally and
  externally
• establish intercultural relationships
• Analytical and strategic planning methodologies
• Analyse situatios based on information
• Establish objectives
• Generate innovative ideas
• Resolve complex problems

MULTIVALENCE Integration of heterogeneous
skills/knowledge in professional practice
Elimination of the strict separation between
theoretical and practical knowledge
TEAM WORK
MORE INITIATIVE AND RESPONSIBILITY
17
QUALIFICATION PROBLEMS Metal and Food Industries

BASIC QUALIFICATIONS Reading and writing
Accept responsibility Take initiative Oracy
Concentration difficulties Abstract thinking
QUALIFICATION TO OPERATE Acquire skills
Operate new equipment Managerial and
supervisory qualifications JOB MARKET Ageing
personnel Shortage of technicians Shortage of
qualified workforce
Fuente Mertens Leonard. Competencia Laboral
18
NEW CHARACTERISTICS OF WORK
INTELLECTUAL QUALITY IS THE MAIN SOURCE OF
COMPETENCE.
ANALYTICAL CAPABILITY INTERPRETATION, INTUITION
UNDERSTANDING TRENDS
REDUCTION IN THE BOUNDARIES BETWEEN MANUAL AND
NON-MANUAL WORK, BETWEEN WORK AND HOME LIFE
RATHER THAN IMPARTING KNOWLEDGE AND INFORMATION,
TRAINING MUST IMPART THE CAPACITY TO REASON
19
CAPABLE OF UNDERSTANDING RAPIDLY THE
CONSTITUENT PARTS OF A PROBLEM, COMMUNICATE THEM,
DISCUSS THEM, AND SUGGEST EFFECTIVE SOLUTIONS
WHICH ARE EASY TO UNDERSTAND
A wide capacity to analyse will be essential
Interact comfortably with computers which are a
hundred times more powerful than those of today.
A state of constant readiness to accept change
will be vital.
20
COMPETENCIES FOR THE 21ST CENTURY
Cultivation of scientific attitudes
(surprise, curiosity, analysis, research)
? Knowledge of the technological culture (IT,
networks, video) ? Ability to seek, obtain and
manage information
?
?

• Inherent in social domain

Self-confidence ? Self-esteem
??Challenge-seeking ??Capacity to work in teams,
to negotiate, ability to listen and communicate
with others.