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Assessment of Professional Competences

其他書名	Constructive Dimension of Human Resources Management
出版	SSRN, 2010
URL	http://books.google.com.hk/books?id=UrbdzwEACAAJ&hl=&source=gbs_api

註釋The present article proposes a model of how to develop a plan for evaluate professional skills, applicable to people who want to certify skills acquired in non-formal ways and also in human resource departments, that want to evaluate professional skills of its own members, with the purpose to achieve a more efficient use of human resources, and also to derulate organizational development programs that includes professional training. From the 2000's, the contemporary global society is passing through a paradigm shift period, dominated by a theoretical cleavage of the postmodern paradigm, methodological individualism and programmatic deconstruction, to a transmodern paradigm centered on "integration and border spiritualization" both political and cultural, scientific etc.., with a dominant represented by a constructionist model based on global negotiation of the interpretation. Designing an evaluation program - Each evaluation process follows a series of steps as follows: - Meeting of knowing both parts; Pre-testing; Intermediary evaluation; Establish evaluation objectives; Establish evaluation team; Establish evaluation criteria; Organize the assessment; Conduct assessment exams; Written record of the results. According to the Common Order 4543 (elaborated of MECT and MMFPS ) in 23rd of August, 2004, the evaluator have the following obligations: Clarify the candidate with the content of the occupational standard and evaluation stages; Assist the candidate in carrying out self-evaluation and identifying the skills for which he can enter in the evaluation process; Cooperates with the candidate and involves him in planning the evaluation; Prepare the dossier evaluation; Realize the evaluation process, which means that he evaluates the evidence of the competences produced by the candidate in relation with the occupational standard requirements; Identify the additional training requirements that the candidate needs, when the decision for some units of competency is "not yet competent"; Record and report the results of the evaluation.