. . . "Competenza \u00E8 un termine utilizzato nel campo di diverse discipline e contesti (biologia, psicologia, diritto, linguistica, pedagogia, tecnica). Le differenze di significato del concetto dipendono anche dal contesto e dalla cultura alla quale il termine si riferisce: vi \u00E8 per esempio una specifica differenza della nozione di competenza nella cultura anglosassone o in quella francofona. Per questo motivo una definizione univoca del concetto di competenza si pu\u00F2 dare ricorrendo a una forma la pi\u00F9 generica possibile per cui la competenza \u00E8 un'abilit\u00E0 acquisita e consolidata, versatile e applicabile in contesti tra loro similari, da chi ha conseguito l'\u00ABidoneit\u00E0 e autorit\u00E0 di trattare, giudicare, risolvere determinate questioni.\u00BB"@it . . "Una competencia (en el sentido t\u00E9cnico del capital humano organizativo) es un conjunto de atributos que una persona posee y le permiten desarrollar acci\u00F3n efectiva en determinado \u00E1mbito. Conjunto de conocimientos y habilidades que ayudan a responder de manera satisfactoria una tarea o actividad para las cuales una persona ha sido capacitada y as\u00ED lograr hacer las cosas bien desde la primera vez, se entiende como una interacci\u00F3n armoniosa de las habilidades, conocimientos, valores, motivaciones, rasgos de personalidad y aptitudes propias de cada persona."@es . "\u30B3\u30F3\u30D4\u30C6\u30F3\u30B7\u30FC\uFF08\u82F1: competency\uFF09\u3068\u306F\u3001\u4F01\u696D\u306A\u3069\u3067\u4EBA\u6750\u306E\u6D3B\u7528\u306B\u7528\u3044\u3089\u308C\u308B\u624B\u6CD5\u3067\u3001\u9AD8\u696D\u7E3E\u8005\u306E\u884C\u52D5\u7279\u6027\u306A\u3069\u3068\u8A33\u3055\u308C\u3066\u3044\u308B\u3002"@ja . . . . . . "Competence (human resources)"@en . . . . "Competence is the set of demonstrable characteristics and skills that enable and improve the efficiency or performance of a job. The term \"competence\" first appeared in an article authored by R.W. White in 1959 as a concept for performance motivation. In 1970, Craig C. Lundberg defined the concept in \"Planning the Executive Development Program\". The term gained traction when in 1973, David McClelland wrote a seminal paper entitled, \"Testing for Competence Rather Than for Intelligence\". The term was used by McClelland commissioned by the State Department, to extract characteristics common to high-performing agents of embassy, and to help them recruit and develop. It has since been popularized by Richard Boyatzis and many others, such as T.F. Gilbert (1978) who used the concept in relationsh"@en . "\u0399\u03BA\u03B1\u03BD\u03CC\u03C4\u03B7\u03C4\u03B1"@el . . 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"\u041A\u043E\u043C\u043F\u0435\u0442\u0435\u043D\u0446\u0438\u044F (\u043E\u0442 \u043B\u0430\u0442. competere \u2014 \u0441\u043E\u043E\u0442\u0432\u0435\u0442\u0441\u0442\u0432\u043E\u0432\u0430\u0442\u044C, \u043F\u043E\u0434\u0445\u043E\u0434\u0438\u0442\u044C) \u2014 \u043B\u0438\u0447\u043D\u043E\u0441\u0442\u043D\u0430\u044F \u0441\u043F\u043E\u0441\u043E\u0431\u043D\u043E\u0441\u0442\u044C \u0441\u043F\u0435\u0446\u0438\u0430\u043B\u0438\u0441\u0442\u0430 (\u0441\u043E\u0442\u0440\u0443\u0434\u043D\u0438\u043A\u0430) \u0440\u0435\u0448\u0430\u0442\u044C \u043E\u043F\u0440\u0435\u0434\u0435\u043B\u0451\u043D\u043D\u044B\u0439 \u043A\u043B\u0430\u0441\u0441 \u043F\u0440\u043E\u0444\u0435\u0441\u0441\u0438\u043E\u043D\u0430\u043B\u044C\u043D\u044B\u0445 \u0437\u0430\u0434\u0430\u0447. \u0422\u0430\u043A\u0436\u0435 \u043F\u043E\u0434 \u043A\u043E\u043C\u043F\u0435\u0442\u0435\u043D\u0446\u0438\u0435\u0439 \u043F\u043E\u043D\u0438\u043C\u0430\u044E\u0442 \u0444\u043E\u0440\u043C\u0430\u043B\u044C\u043D\u043E \u043E\u043F\u0438\u0441\u0430\u043D\u043D\u044B\u0435 \u0442\u0440\u0435\u0431\u043E\u0432\u0430\u043D\u0438\u044F \u043A \u043B\u0438\u0447\u043D\u043E\u0441\u0442\u043D\u044B\u043C, \u043F\u0440\u043E\u0444\u0435\u0441\u0441\u0438\u043E\u043D\u0430\u043B\u044C\u043D\u044B\u043C \u0438 \u0442. \u043F. \u043A\u0430\u0447\u0435\u0441\u0442\u0432\u0430\u043C \u0441\u043E\u0442\u0440\u0443\u0434\u043D\u0438\u043A\u043E\u0432 \u043A\u043E\u043C\u043F\u0430\u043D\u0438\u0438 (\u0438\u043B\u0438 \u043A \u043A\u0430\u043A\u043E\u0439-\u0442\u043E \u0433\u0440\u0443\u043F\u043F\u0435 \u0441\u043E\u0442\u0440\u0443\u0434\u043D\u0438\u043A\u043E\u0432). \u0412 \u0434\u0430\u043D\u043D\u043E\u043C \u043F\u043E\u043D\u0438\u043C\u0430\u043D\u0438\u0438 \u043A\u043E\u043C\u043F\u0435\u0442\u0435\u043D\u0446\u0438\u044F \u0438\u0441\u043F\u043E\u043B\u044C\u0437\u0443\u0435\u0442\u0441\u044F \u043F\u0440\u0438 \u043E\u0446\u0435\u043D\u043A\u0435 \u043F\u0435\u0440\u0441\u043E\u043D\u0430\u043B\u0430. \u0421\u043E\u0432\u043E\u043A\u0443\u043F\u043D\u043E\u0441\u0442\u044C \u0432\u0438\u0434\u043E\u0432 \u043A\u043E\u043C\u043F\u0435\u0442\u0435\u043D\u0446\u0438\u0438; \u043D\u0430\u043B\u0438\u0447\u0438\u0435 \u0437\u043D\u0430\u043D\u0438\u0439 \u0438 \u043E\u043F\u044B\u0442\u0430, \u043D\u0435\u043E\u0431\u0445\u043E\u0434\u0438\u043C\u044B\u0445 \u0434\u043B\u044F \u044D\u0444\u0444\u0435\u043A\u0442\u0438\u0432\u043D\u043E\u0439 \u0434\u0435\u044F\u0442\u0435\u043B\u044C\u043D\u043E\u0441\u0442\u0438 \u0432 \u0437\u0430\u0434\u0430\u043D\u043D\u043E\u0439 \u043F\u0440\u0435\u0434\u043C\u0435\u0442\u043D\u043E\u0439 \u043E\u0431\u043B\u0430\u0441\u0442\u0438 \u043D\u0430\u0437\u044B\u0432\u0430\u044E\u0442 \u043A\u043E\u043C\u043F\u0435\u0442\u0435\u043D\u0442\u043D\u043E\u0441\u0442\u044C\u044E (\u043E\u0442 \u0430\u043D\u0433\u043B. competence)."@ru . . . . . . . . . "\u0397 \u03B9\u03BA\u03B1\u03BD\u03CC\u03C4\u03B7\u03C4\u03B1 \u03B1\u03C0\u03BF\u03C4\u03B5\u03BB\u03B5\u03AF \u03BC\u03AF\u03B1 \u03C4\u03C5\u03C0\u03BF\u03C0\u03BF\u03B9\u03B7\u03BC\u03AD\u03BD\u03B7 \u03B1\u03C0\u03B1\u03AF\u03C4\u03B7\u03C3\u03B7, \u03C0\u03C1\u03BF\u03BA\u03B5\u03B9\u03BC\u03AD\u03BD\u03BF\u03C5 \u03AD\u03BD\u03B1 \u03AC\u03C4\u03BF\u03BC\u03BF \u03BD\u03B1 \u03B5\u03BA\u03C4\u03B5\u03BB\u03B5\u03AF \u03C5\u03C0\u03B5\u03CD\u03B8\u03C5\u03BD\u03B1 \u03BA\u03B1\u03B9 \u03B1\u03C5\u03C4\u03CC\u03BD\u03BF\u03BC\u03B1 \u03BA\u03AC\u03C0\u03BF\u03B9\u03B1 \u03C0\u03C1\u03BF\u03BA\u03B1\u03B8\u03BF\u03C1\u03B9\u03C3\u03BC\u03AD\u03BD\u03B7 \u03B5\u03C1\u03B3\u03B1\u03C3\u03AF\u03B1/\u03AD\u03C1\u03B3\u03BF \u03AE \u03BB\u03B5\u03B9\u03C4\u03BF\u03C5\u03C1\u03B3\u03AF\u03B1. \u0397 \u03B9\u03BA\u03B1\u03BD\u03CC\u03C4\u03B7\u03C4\u03B1 \u03B2\u03B1\u03C3\u03AF\u03B6\u03B5\u03C4\u03B1\u03B9 \u03C3\u03B5 \u03AD\u03BD\u03B1 \u03C3\u03C5\u03BD\u03B4\u03C5\u03B1\u03C3\u03BC\u03CC \u03B3\u03BD\u03CE\u03C3\u03B5\u03C9\u03BD, \u03B4\u03B5\u03BE\u03B9\u03BF\u03C4\u03AE\u03C4\u03C9\u03BD \u03BA\u03B1\u03B9 \u03C3\u03C5\u03BC\u03C0\u03B5\u03C1\u03B9\u03C6\u03BF\u03C1\u03CE\u03BD (\u03C0\u03C1\u03BF\u03C3\u03C9\u03C0\u03B9\u03BA\u03CE\u03BD, \u03BA\u03BF\u03B9\u03BD\u03C9\u03BD\u03B9\u03BA\u03CE\u03BD \u03C3\u03C4\u03BF \u03C0\u03B5\u03C1\u03B9\u03B2\u03AC\u03BB\u03BB\u03BF\u03BD \u03B5\u03C1\u03B3\u03B1\u03C3\u03AF\u03B1\u03C2). \u0397 \u03B1\u03C0\u03BF\u03C4\u03B5\u03BB\u03B5\u03C3\u03BC\u03B1\u03C4\u03B9\u03BA\u03CC\u03C4\u03B7\u03C4\u03B1 \u03C4\u03B7\u03C2 \u03C3\u03C5\u03BD\u03B4\u03C5\u03B1\u03C3\u03BC\u03AD\u03BD\u03B7\u03C2 \u03B5\u03C6\u03B1\u03C1\u03BC\u03BF\u03B3\u03AE\u03C2 \u03B1\u03C5\u03C4\u03CE\u03BD \u03C3\u03C4\u03B7\u03BD \u03C0\u03C1\u03AC\u03BE\u03B7 \u03BA\u03B1\u03B8\u03BF\u03C1\u03AF\u03B6\u03B5\u03B9 \u03BA\u03B1\u03B9 \u03C4\u03BF \u03B5\u03C0\u03AF\u03C0\u03B5\u03B4\u03BF \u03C4\u03B7\u03C2 \u03B9\u03BA\u03B1\u03BD\u03CC\u03C4\u03B7\u03C4\u03B1\u03C2."@el . . . . . . "Kompetencja \u2013 po\u0142\u0105czenie trzech atrybut\u00F3w: wiedzy, umiej\u0119tno\u015Bci i postawy. Wyr\u00F3\u017Cniaj\u0105 one dan\u0105 osob\u0119 \u0142atwo\u015Bci\u0105 sprawnej, skutecznej, odpowiadaj\u0105cej oczekiwaniom jako\u015Bciowym, realizacji danych zada\u0144. Dzia\u0142ania osoby kompetentnej, w danej dziedzinie, winny spe\u0142nia\u0107 obowi\u0105zuj\u0105ce w danej spo\u0142eczno\u015Bci/organizacji kryteria."@pl . "\u30B3\u30F3\u30D4\u30C6\u30F3\u30B7\u30FC\uFF08\u82F1: competency\uFF09\u3068\u306F\u3001\u4F01\u696D\u306A\u3069\u3067\u4EBA\u6750\u306E\u6D3B\u7528\u306B\u7528\u3044\u3089\u308C\u308B\u624B\u6CD5\u3067\u3001\u9AD8\u696D\u7E3E\u8005\u306E\u884C\u52D5\u7279\u6027\u306A\u3069\u3068\u8A33\u3055\u308C\u3066\u3044\u308B\u3002"@ja . . "Compet\u00EAncia (administra\u00E7\u00E3o)"@pt . . . "Compet\u00EAncia, em administra\u00E7\u00E3o, refere-se \u00E0 posse, por parte de um indiv\u00EDduo ou de uma organiza\u00E7\u00E3o, das caracter\u00EDsticas necess\u00E1rias para se realizar uma determinada atividade. A compet\u00EAncia integra as diversas dimens\u00F5es humanas quando se trata de desenvolver uma atividade. A a\u00E7\u00E3o humana envolve o atendimento de necessidades, tais como desejos, emo\u00E7\u00F5es, tarefas de trabalho, alimentar-se, e isso incentiva a cria\u00E7\u00E3o de conhecimentos e habilidades."@pt . . "Kompetens \u00E4r ett samlingsbegrepp f\u00F6r en individs f\u00F6rm\u00E5ga att utf\u00F6ra en uppgift genom att till\u00E4mpa kunskaper och f\u00E4rdigheter. I arbetslivet har kompetensbegreppet f\u00E5tt ett stort genomslag och bland annat givit upphov till yrkesroller som \"kompetensutvecklare\" och enheter inom f\u00F6retag och organisationer som \"kompetenscentrum\". Med kompetens f\u00F6rst\u00E5s en adekvat f\u00F6rm\u00E5ga till handling i ett specifikt (arbets)sammanhang. Man anv\u00E4nder inom organisationer som ett s\u00E4tt att skapa f\u00F6rst\u00E5else f\u00F6r vad som kr\u00E4vs i en viss roll, ett yrke eller p\u00E5 en arbetsplats."@sv . . . . "Kompetencja"@pl . "\u5DE5\u4F5C\u80FD\u529B"@zh . "Kompetens"@sv . . . . . "\u062C\u062F\u0627\u0631\u0629"@ar . . . "Competence is the set of demonstrable characteristics and skills that enable and improve the efficiency or performance of a job. The term \"competence\" first appeared in an article authored by R.W. White in 1959 as a concept for performance motivation. In 1970, Craig C. Lundberg defined the concept in \"Planning the Executive Development Program\". The term gained traction when in 1973, David McClelland wrote a seminal paper entitled, \"Testing for Competence Rather Than for Intelligence\". The term was used by McClelland commissioned by the State Department, to extract characteristics common to high-performing agents of embassy, and to help them recruit and develop. It has since been popularized by Richard Boyatzis and many others, such as T.F. Gilbert (1978) who used the concept in relationship to performance improvement. Its use varies widely, which leads to considerable misunderstanding. Some scholars see \"competence\" as a combination of practical and theoretical knowledge, cognitive skills, behavior and values used to improve performance; or as the state or quality of being adequately or well qualified, having the ability to perform a specific role. For instance, management competency might include systems thinking and emotional intelligence, and skills in influence and negotiation. Studies on competency indicate that competency covers a very complicated and extensive concept, and different scientists have different definitions of competency. In 1982, Zemek conducted a study on the definition of competence. He interviewed several specialists in the field of training to evaluate carefully what makes competence. After the interviews, he concluded: \"There is no clear and unique agreement about what makes competency.\" Here are several definitions of competency by various researchers: \n* Hayes (1979): Competences generally include knowledge, motivation, social characteristic and roles, or skills of one person in accordance with the demands of organizations of their clerks. \n* Boyatzis (1982): Competence lies in the individual's capacity which superposes the person's behavior with needed parameters as the results of this adaptation make the organization to hire him. \n* Albanese (1989): Competences are individual's characteristics which are used to effect on the organization's management. \n* Woodruff (1991): Competence is a combination of two topics of personal competence and merit at work. Personal merit is a concept which refers to the dimensions of artificial behavior in order to show the competence performance and merit at work depends on the competences of the person in his field. \n* Mansfield (1997): The personal specifications which effect on a better performance are called competence. \n* Standard (2001) ICB (IPMA Competence Baseline): Competence is a group of knowledge, personal attitudes, skills and related experiences which are needed for the person's success. \n* Rankin (2002): A collection of behaviors and skills which people are expected to show in their organization. \n* Unido (United Nations Industrial Development Organization) (2002): Competence is defined as knowledge, skill and specifications which can cause one person to act better, not considering his special proficiency in that job. \n* Industrial Development Organization of United States (2002): Competences are a collection of personal skills related to knowledge and personal specifications which can make competence in people without having practices and related specialized knowledge. \n* CRNBC (College Of Registered Nurses Of British Columbia) (2009): Competences are a collection of knowledge, skills, behavior and power of judging which can cause competence in people without having enough practice and specialized knowledge. \n* Hay group (2012): Measurable characteristics of a person which are related to efficient actions at work, organization and special culture. \n* Chan and her team (the University of Hong Kong) (2017, 2019): Holistic competency is an umbrella term inclusive of different types of generic skills (e.g. critical thinking, problem-solving skills), positive values, and attitudes (e.g. resilience, appreciation for others) which are essential for students\u2019 life-long learning and whole-person development. \n* The ARZESH Competency Model (2018): Competency is a series of knowledge, abilities, skills, experiences and behaviors, which leads to the effective performance of individual's activities. Competency is measurable and could be developed through training. It is also breakable into the smaller criteria. Competency is also used as a more general description of the requirements of human beings in organizations and communities. If someone is able to do required tasks at the target level of proficiency, they are \"competent\" in that area. Competency is sometimes thought of as being shown in action in a situation and context that might be different the next time a person has to act. In emergencies, competent people may react to a situation following behaviors they have previously found to succeed. To be competent a person would need to be able to interpret the situation in the context and to have a repertoire of possible actions to take and have trained in the possible actions in the repertoire, if this is relevant. Regardless of training, competency would grow through experience and the extent of an individual's capacity to learn and adapt. However, research has found that it is not easy to assess competencies and competence development."@en . . . "1119186536"^^ . . "Compet\u00EAncia, em administra\u00E7\u00E3o, refere-se \u00E0 posse, por parte de um indiv\u00EDduo ou de uma organiza\u00E7\u00E3o, das caracter\u00EDsticas necess\u00E1rias para se realizar uma determinada atividade. A compet\u00EAncia integra as diversas dimens\u00F5es humanas quando se trata de desenvolver uma atividade. A a\u00E7\u00E3o humana envolve o atendimento de necessidades, tais como desejos, emo\u00E7\u00F5es, tarefas de trabalho, alimentar-se, e isso incentiva a cria\u00E7\u00E3o de conhecimentos e habilidades."@pt . "Kompetencja \u2013 po\u0142\u0105czenie trzech atrybut\u00F3w: wiedzy, umiej\u0119tno\u015Bci i postawy. Wyr\u00F3\u017Cniaj\u0105 one dan\u0105 osob\u0119 \u0142atwo\u015Bci\u0105 sprawnej, skutecznej, odpowiadaj\u0105cej oczekiwaniom jako\u015Bciowym, realizacji danych zada\u0144. Dzia\u0142ania osoby kompetentnej, w danej dziedzinie, winny spe\u0142nia\u0107 obowi\u0105zuj\u0105ce w danej spo\u0142eczno\u015Bci/organizacji kryteria."@pl . . "\u80DC\u4EFB\u529B\uFF08\u82F1\u8A9E\uFF1ACompetence\uFF09\u662F\u6307\u67D0\u4E2A\u4E2A\u4EBA\u80FD\u591F\u6070\u5982\u5176\u5206\u5730\u5B8C\u6210\u67D0\u9879\u5DE5\u4F5C\u7684\u80FD\u529B\u3002\u6BCF\u79CD\u80DC\u4EFB\u529B\u6D89\u53CA\u4E00\u7EC4\u7279\u5B9A\u7684\u884C\u4E3A\uFF0C\u5E76\u63D0\u4F9B\u4E00\u5957\u7ED3\u6784\u5316\u7684\u6307\u5BFC\uFF0C\u53EF\u4EE5\u7528\u4E8E\u8BC6\u522B\u3001\u8BC4\u4F30\u548C\u53D1\u5C55\u5458\u5DE5\u5728\u5DE5\u4F5C\u4E2D\u7684\u6B63\u786E\u884C\u4E3A\u3002\u201C\u80DC\u4EFB\u529B\u201D\u8FD9\u4E2A\u8BCD\u7B2C\u4E00\u6B21\u6B63\u5F0F\u51FA\u73B0\u662F\u57281959\u5E74\u7684\u4E00\u7BC7\u6587\u7AE0\u4E2D\uFF0C\u4F5C\u8005White\u5C06\u5176\u5B9A\u4E49\u4E3A\u4E00\u4E2A\u4E0E\u7EE9\u6548\u6FC0\u52B1\u76F8\u5173\u7684\u6982\u5FF5\u30021970\u5E74\uFF0CLundberg\u53C8\u5728\u4ED6\u7684\u6587\u7AE0\u201CPlanning the Executive Development Program\u201D\u4E2D\u5B9A\u4E49\u4E86\u8FD9\u4E2A\u6982\u5FF5\u30021973\u5E74\uFF0CMcClelland\u535A\u58EB\u5728\u9898\u4E3A\u201CTesting for Competence Rather Than for Intelligence\u201D\u7684\u7814\u8BA8\u4F1A\u6587\u7AE0\u4E2D\u518D\u6B21\u63D0\u5230\u201C\u80DC\u4EFB\u529B\u201D\u7684\u6982\u5FF5\uFF0C\u5F15\u8D77\u4E86\u5E7F\u6CDB\u7684\u5173\u6CE8\u3002\u968F\u540E\uFF0CMcBer & Company\u516C\u53F8\uFF08\u73B0\u5728\u5DF2\u6539\u540D\u4E3A\uFF09\u5F53\u65F6\u7684\u5408\u4F19\u4EBARichard Boyatzis\u548CT.F. Gilbert\u7B49\u4EBA\u5C06\u80DC\u4EFB\u529B\u7684\u6982\u5FF5\u4E0E\u7EE9\u6548\u63D0\u5347\u5173\u8054\u8D77\u6765\u4F7F\u7528\uFF0C\u4ECE\u800C\u4F7F\u80DC\u4EFB\u529B\u7684\u6982\u5FF5\u771F\u6B63\u6D41\u884C\u8D77\u6765\u3002\u4E0D\u8FC7\uFF0C\u5728\u88AB\u5E7F\u6CDB\u5E94\u7528\u7684\u8FC7\u7A0B\u4E2D\uFF0C\u5BF9\u80DC\u4EFB\u529B\u6982\u5FF5\u7684\u8BEF\u89E3\u4E5F\u65F6\u6709\u53D1\u751F\u3002"@zh . . . "Selon la discipline scientifique, la comp\u00E9tence n'est pas d\u00E9finie de la m\u00EAme fa\u00E7on, ne se relie pas aux m\u00EAmes notions, et ne comporte pas les m\u00EAmes enjeux. En psychologie du d\u00E9veloppement et psychologie cognitive, la comp\u00E9tence est une capacit\u00E9 ou une habilet\u00E9 et touche tous les domaines d'\u00E9tude de la psychologie. Le concept est diff\u00E9rent de celui de performance (ce qui est observ\u00E9, le r\u00E9sultat d'un test par exemple). En ressources humaines (voir norme AFNOR X50-750), une comp\u00E9tence est une aptitude de capacit\u00E9s (savoir, savoir-faire, savoir-\u00EAtre) mobilisables n\u00E9cessaire \u00E0 l'exercice d'une activit\u00E9 (personnelle ou professionnelle) dans un poste d\u00E9termin\u00E9. La notion de comp\u00E9tence \u00E9merge \u00E0 des \u00E9poques diff\u00E9rentes, et dans des champs scientifiques diff\u00E9rents : linguistique, ergonomie, psychologie, sciences de l'\u00E9ducation, sociologie, puis seulement ensuite gestion (gestion des ressources humaines et strat\u00E9gie d'entreprise). Nota : bien distinguer les notions de savoir et de connaissance."@fr . "Handlungskompetenz"@de . "Handlungskompetenz ist ein nicht einheitlich definierter Begriff, dessen Inhalte sich aus den vielseitigen Bedeutungen der Kompetenz ableiten lassen. Er wird etwa in der Personalentwicklung, der P\u00E4dagogik oder auch der Psychologie gebraucht. Im deutschen Bildungssystem wurde, in der Folge von und als Reaktion auf die PISA-Untersuchungen, die F\u00F6rderung von Kompetenzen (in Abgrenzung zur blo\u00DFen Wissensvermittlung) als Ziel in den heute g\u00FCltigen Lehrpl\u00E4nen festgeschrieben. Ma\u00DFgeblich ist in diesem Zusammenhang die sogenannte \u201EKlieme-Expertise\u201C von 2003, auf deren Basis die KMK-Bildungsstandards entwickelt wurden. In diesem Zusammenhang hat sich eine Definition des Psychologen F. E. Weinert durchgesetzt: \u201Edie bei Individuen verf\u00FCgbaren oder durch sie erlernbaren kognitiven F\u00E4higkeiten und Fertigkeiten, um bestimmte Probleme zu l\u00F6sen, sowie die damit verbundenen motivationalen, volitionalen und sozialen Bereitschaften und F\u00E4higkeiten, um die Probleml\u00F6sungen in variablen Situationen erfolgreich und verantwortungsvoll nutzen zu k\u00F6nnen\u201C (Franz E. Weinert: ) Eine Definition der Kultusministerkonferenz lautet: \u201EHandlungskompetenz wird verstanden als die Bereitschaft und Bef\u00E4higung des Einzelnen, sich in beruflichen, gesellschaftlichen und privaten Situationen sachgerecht durchdacht sowie individuell und sozial verantwortlich zu verhalten. Handlungskompetenz entfaltet sich in den Dimensionen von Fachkompetenz, Selbstkompetenz und Sozialkompetenz.\u201C \u2013 Kultusministerkonferenz (KMK), 23. September 2011."@de . . . . . . "Competenza \u00E8 un termine utilizzato nel campo di diverse discipline e contesti (biologia, psicologia, diritto, linguistica, pedagogia, tecnica). Le differenze di significato del concetto dipendono anche dal contesto e dalla cultura alla quale il termine si riferisce: vi \u00E8 per esempio una specifica differenza della nozione di competenza nella cultura anglosassone o in quella francofona. Per questo motivo una definizione univoca del concetto di competenza si pu\u00F2 dare ricorrendo a una forma la pi\u00F9 generica possibile per cui la competenza \u00E8 un'abilit\u00E0 acquisita e consolidata, versatile e applicabile in contesti tra loro similari, da chi ha conseguito l'\u00ABidoneit\u00E0 e autorit\u00E0 di trattare, giudicare, risolvere determinate questioni.\u00BB"@it . . "Selon la discipline scientifique, la comp\u00E9tence n'est pas d\u00E9finie de la m\u00EAme fa\u00E7on, ne se relie pas aux m\u00EAmes notions, et ne comporte pas les m\u00EAmes enjeux. En psychologie du d\u00E9veloppement et psychologie cognitive, la comp\u00E9tence est une capacit\u00E9 ou une habilet\u00E9 et touche tous les domaines d'\u00E9tude de la psychologie. Le concept est diff\u00E9rent de celui de performance (ce qui est observ\u00E9, le r\u00E9sultat d'un test par exemple). Nota : bien distinguer les notions de savoir et de connaissance."@fr . . "\u80DC\u4EFB\u529B\uFF08\u82F1\u8A9E\uFF1ACompetence\uFF09\u662F\u6307\u67D0\u4E2A\u4E2A\u4EBA\u80FD\u591F\u6070\u5982\u5176\u5206\u5730\u5B8C\u6210\u67D0\u9879\u5DE5\u4F5C\u7684\u80FD\u529B\u3002\u6BCF\u79CD\u80DC\u4EFB\u529B\u6D89\u53CA\u4E00\u7EC4\u7279\u5B9A\u7684\u884C\u4E3A\uFF0C\u5E76\u63D0\u4F9B\u4E00\u5957\u7ED3\u6784\u5316\u7684\u6307\u5BFC\uFF0C\u53EF\u4EE5\u7528\u4E8E\u8BC6\u522B\u3001\u8BC4\u4F30\u548C\u53D1\u5C55\u5458\u5DE5\u5728\u5DE5\u4F5C\u4E2D\u7684\u6B63\u786E\u884C\u4E3A\u3002\u201C\u80DC\u4EFB\u529B\u201D\u8FD9\u4E2A\u8BCD\u7B2C\u4E00\u6B21\u6B63\u5F0F\u51FA\u73B0\u662F\u57281959\u5E74\u7684\u4E00\u7BC7\u6587\u7AE0\u4E2D\uFF0C\u4F5C\u8005White\u5C06\u5176\u5B9A\u4E49\u4E3A\u4E00\u4E2A\u4E0E\u7EE9\u6548\u6FC0\u52B1\u76F8\u5173\u7684\u6982\u5FF5\u30021970\u5E74\uFF0CLundberg\u53C8\u5728\u4ED6\u7684\u6587\u7AE0\u201CPlanning the Executive Development Program\u201D\u4E2D\u5B9A\u4E49\u4E86\u8FD9\u4E2A\u6982\u5FF5\u30021973\u5E74\uFF0CMcClelland\u535A\u58EB\u5728\u9898\u4E3A\u201CTesting for Competence Rather Than for Intelligence\u201D\u7684\u7814\u8BA8\u4F1A\u6587\u7AE0\u4E2D\u518D\u6B21\u63D0\u5230\u201C\u80DC\u4EFB\u529B\u201D\u7684\u6982\u5FF5\uFF0C\u5F15\u8D77\u4E86\u5E7F\u6CDB\u7684\u5173\u6CE8\u3002\u968F\u540E\uFF0CMcBer & Company\u516C\u53F8\uFF08\u73B0\u5728\u5DF2\u6539\u540D\u4E3A\uFF09\u5F53\u65F6\u7684\u5408\u4F19\u4EBARichard Boyatzis\u548CT.F. Gilbert\u7B49\u4EBA\u5C06\u80DC\u4EFB\u529B\u7684\u6982\u5FF5\u4E0E\u7EE9\u6548\u63D0\u5347\u5173\u8054\u8D77\u6765\u4F7F\u7528\uFF0C\u4ECE\u800C\u4F7F\u80DC\u4EFB\u529B\u7684\u6982\u5FF5\u771F\u6B63\u6D41\u884C\u8D77\u6765\u3002\u4E0D\u8FC7\uFF0C\u5728\u88AB\u5E7F\u6CDB\u5E94\u7528\u7684\u8FC7\u7A0B\u4E2D\uFF0C\u5BF9\u80DC\u4EFB\u529B\u6982\u5FF5\u7684\u8BEF\u89E3\u4E5F\u65F6\u6709\u53D1\u751F\u3002"@zh . "Una competencia (en el sentido t\u00E9cnico del capital humano organizativo) es un conjunto de atributos que una persona posee y le permiten desarrollar acci\u00F3n efectiva en determinado \u00E1mbito. Conjunto de conocimientos y habilidades que ayudan a responder de manera satisfactoria una tarea o actividad para las cuales una persona ha sido capacitada y as\u00ED lograr hacer las cosas bien desde la primera vez, se entiende como una interacci\u00F3n armoniosa de las habilidades, conocimientos, valores, motivaciones, rasgos de personalidad y aptitudes propias de cada persona. La competencia se puede ver de tres formas:\u200B \n* Habilidades \n* Conocimientos \n* Actitudes Cuando una persona implementa estas res cualidades para realizar alguna actividad lograra hacerlo satisfactoriamente, ya que la competencia laboral te prepara para enfrentar diversas tareas en espec\u00EDfico. La selecci\u00F3n por competencias del ser, saber y del saber hacer definen aspectos fundamentales en t\u00E9rminos de valores, conocimientos y motivaci\u00F3n del candidato para un determinado cargo siendo diferenciadores de acuerdo al nivel jer\u00E1rquico al que se aspira y aportando significativamente desde los resultados arrojados a elegir el mejor. Se busca elegir los seres humanos id\u00F3neos que no solo se ajusten a la organizaci\u00F3n, sino que esta se ajuste a ellos, que se alinee a su proyecto de vida, a sus expectativas personales y les permita crecer laboral y personalmente, disminuyendo con ello las dificultades analizadas por Elton Mayo en t\u00E9rminos de rotaci\u00F3n, ausentismo y productividad. Bustamante, R. (2006) afirma que uno de los objetivos de la Gesti\u00F3n Humana es proporcionar a la organizaci\u00F3n las personas id\u00F3neas para el logro de los objetivos organizacionales acorde con las competencias comportamentales y funcionales que el empleo requiere. Este objetivo busca garantizar que el proceso de ingreso realice su funci\u00F3n de asegurar la calidad del Talento Humano, para ello como una de las estrategias, se debe contar con t\u00E9cnicas e instrumentos de reconocida confiabilidad y validez para realizar los procesos de selecci\u00F3n. Las competencias como conjuntos de atributos son propias de los inicios de este enfoque. Hoy d\u00EDa se tienen concepciones m\u00E1s integrales y transformadoras de las competencias. Una de las propuestas es la del enfoque socio formativo, que plantea que una competencia es una actuaci\u00F3n integral para identificar, interpretar, argumentar y resolver problemas del contexto con idoneidad y compromiso \u00E9tico, articulando el saber ser, el saber hacer y el saber conocer (Garc\u00EDa Fraile et al, 2009; Tob\u00F3n, 2010)."@es . "\u30B3\u30F3\u30D4\u30C6\u30F3\u30B7\u30FC"@ja . . . . "4014772"^^ . . "Comp\u00E9tence (psychologie)"@fr . "Kompetens \u00E4r ett samlingsbegrepp f\u00F6r en individs f\u00F6rm\u00E5ga att utf\u00F6ra en uppgift genom att till\u00E4mpa kunskaper och f\u00E4rdigheter. I arbetslivet har kompetensbegreppet f\u00E5tt ett stort genomslag och bland annat givit upphov till yrkesroller som \"kompetensutvecklare\" och enheter inom f\u00F6retag och organisationer som \"kompetenscentrum\". Med kompetens f\u00F6rst\u00E5s en adekvat f\u00F6rm\u00E5ga till handling i ett specifikt (arbets)sammanhang. Man anv\u00E4nder inom organisationer som ett s\u00E4tt att skapa f\u00F6rst\u00E5else f\u00F6r vad som kr\u00E4vs i en viss roll, ett yrke eller p\u00E5 en arbetsplats. En kompetensmatris \u00E4r ett underlag f\u00F6r att utv\u00E4rdera en grupps kompetens. Forskning visar att det kan vara sv\u00E5rt att se sin utveckling i sin egen kompetens."@sv . . . . "Handlungskompetenz ist ein nicht einheitlich definierter Begriff, dessen Inhalte sich aus den vielseitigen Bedeutungen der Kompetenz ableiten lassen. Er wird etwa in der Personalentwicklung, der P\u00E4dagogik oder auch der Psychologie gebraucht. Im deutschen Bildungssystem wurde, in der Folge von und als Reaktion auf die PISA-Untersuchungen, die F\u00F6rderung von Kompetenzen (in Abgrenzung zur blo\u00DFen Wissensvermittlung) als Ziel in den heute g\u00FCltigen Lehrpl\u00E4nen festgeschrieben. Ma\u00DFgeblich ist in diesem Zusammenhang die sogenannte \u201EKlieme-Expertise\u201C von 2003, auf deren Basis die KMK-Bildungsstandards entwickelt wurden. In diesem Zusammenhang hat sich eine Definition des Psychologen F. E. Weinert durchgesetzt: \u201Edie bei Individuen verf\u00FCgbaren oder durch sie erlernbaren kognitiven F\u00E4higkeiten und Fert"@de . . . . "Competencia (organizaci\u00F3n)"@es . . 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"Competenza"@it . . . 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"43496"^^ . . . . . . . . . . . .