Competence measurement and evaluation

Many people think about competence in a different way. The recent definitions agree that competence does not only mean aptitude but it also includes motivational factors, attitudes as well. When we talk about competence, then we mean intelligence in the broadest sense of the word: beyond the simple knowledge of ”what”, the intelligence that includes the knowledge of ”how” as well. Comptence applies to action, to the changing of the environment as well as to the adaptation to the environment.

(Bruner)

Competence: the fundamental, defining features of a person, which are in connection with the effective and/or excellent perfomance regarding the criteria level.

Our perception is that competence is a structure that includes the abilities and skills and it also means that the person is able to use them and it has the willingness to behave properly in a particular situation.

This requires that the group of persons or the company be aware of their capabilities, boundaries, strengths and areas of improvement.

Behaviour is fundamentally influenced by the inner factors of a person. Most factors usually function automatically, their use is almost unnoticeable because they seem so natural to us. Their task is to facilitate and smooth our weekdays, our repetitive tasks and situations such as shopping, driving, having a conversation or a morning meeting. However, there are situations when these established behavioral rules and scenarios do not work porperly, when we are not able to cope. This can occur for several reasons. For example: an unfamiliar situation, or something unexpected happens to us we are not prepared for. In such cases it helps if we are capable of behaving flexibly and situationally. The point is that we can mobilize emotional and cognitive behavioral patterns which we do not use on a daily basis but they perfectly fit the requirements of the given situation. For us, the word competence and the measurements and tests connected to this term mean the survey of this ability and the establishment and development of it, if necessary.

Five types of competences are distinguished:

• the ability of performing certain physical and mental tasks based on knowledge, skills and competences
• social roles and values
• self-image
• personality traits
• motivation (following Mohácsi Gabriella)

In terms of a job or profession, competence means the knowledge, attitudes and capabilities necessary to perform a specific task (DACUM – Development A CurriculuM).

It is also useful to look at competence in the corporate environment. According to this, from the company’s perspective:

To be competent as an employee means that one can adopt themselves to the rapidly changing demands of a company. The company can only develop realistic strategies in the light of the staff’s competence portfolios!! With our competence-based services we always strive to provide our customers with the capability of carrying out their work with the highest competence level.

Optional services:

• assessment, development and consultancy of competence criteria for the already existing jobs
• establishment and measurement of job competencies
• assessment, analysis and establishment of competence boundaries necessary for jobs to be transformed