Itinerarios personalizados de inserción para el desarrollo de competencias profesionales

Abstract

Although the concept of competence and its treatment has traditionally been linked to the world of Human Resources, it is increasingly common to find its development in other fields, such as education, or in job guidance processes. The idea of management by competencies is based on the (visible) fact that people with the same «hard» profile present different professional results. This empirical verification led to various studies, among which those carried out by Professor David McClelland (1973) stand out, whose results begin to demonstrate that these different results seemed to be found in the so-called «soft profile« of the person, that is, in how you face the reality of your daily life, the problem identification and solution strategies you routinely resort to, the way you normally handle your interpersonal relationships, etc.. the job search process involves activity, and as in all human activity, each person puts into play a series of behaviors that differentiate them from others and that lead them to more or less successful352VICresults, depending on the degree or level of competence you have. This is why we assume that the competency approach should not remain alien to the job guidance process. Through the competency approach in job guidance, the aim is to influence people so that they contribute the best of themselves in their efforts to access the labor market.. The job guidance process thus becomes the ideal framework for the development of the key competencies for success, and the personalized insertion itinerary in the ideal vehicle that allows each person to materialize that purpose.