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An individual's demonstrated ability to undertake tasks and duties to the standard expected in a job or in an occupation.
Access resource, available in EnglishThe "Glossary of key terms on learning and training for work" provides a comprehensive overview of terms and their definition used in the field of human resource development and training. Each tenn is followed by its definition and link to related terms. When a term has a broader general meaning, the definition given in the Glossary refers to its use in the training context. Both terms and definitions, as well as cross-references to synonyms and related terms are commonly used by the International Labour Office (ILO) and several other intematlonal organizations involved in human resources development and training.
The consistent application of knowledge and skill to the standard of performance required in the workplace. It embodies the ability to transfer and apply skills and knowledge to new situations and environments.
Competency is defined as the individual’s ability to use, apply and demonstrate a group of related awareness, knowledge, skills and attitudes needed to perform, successfully and safely, all tasks and duties included in a specific occupation and which can be measured against well-accepted standards (levels) required in employment as well as assessed against provided evidences at work location. The competency affects both individual’s job responsibility and performance on the job and usually fall into two categories, namely technical and behavioral.
The key aspects of the definition of competency are:
1. Any job / occupation can be effectively and sufficiently described in terms of the tasks that individuals can perform in a specific occupation.
2. All tasks have direct implications for the awareness, knowledge, skill, and attitude competencies required to be acquired by an individual working in a specific occupation in order to perform the tasks correctly and safely.
3. Assessment is made on provided evidences and how the individual is actually performing work.
4. An individual is incompetent no matter how much competencies the individual has, as long as the individual can’t apply those competencies appropriately at work location.
5. The assessment must be objective by conducting it against defined Competency Standards (Levels).
6. The definition of competency implies a more formal, objective process of assessing performance by clearly knowing what is being assessed and how it is assessed.
Access resource, available in EnglishThe Egyptian TVET expert Moustafa Wahba developed a glossary based on his own experience as a consultant in TVET.
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