interview results in all partners countries have shown great commonalties
in the perception of tacit competences including the following:
There are commonalties with respect to the assessment of the importance
of tacit competences for the labour market in the view of the individuals
and of the trainers. This does not mean, that all individuals were aware
of their tacit competences or all trainers were aware of them, but the
interviews could clearly show that many interviewees – when having been
asked – got aware of their personal competences and abilities which are
usually not asked for. And it became clear that many interviewees referred
to them when looking for a new job and taking over new work tasks.
Also common is the still important role of the social situation, including
particularly the financial situation and obligations with respects to bringing
up children, with respect to the degree of self-consciousness and self-confidence
from the awareness of one's own tacit competences. Still interviewees of
the middle class (especially women who have represented the majority of
interviewees) usually were more aware of their own competences than those
of the working class or with a lower qualification level. That means that
there is obviously a higher need for helping the latter ones to find their
way on the labour market by more individual vocational guidance.
The assessments of those trainers who had a differentiated understanding
of tacit competences were similar in the different countries. They valued
these competences as important for facilitating re-integration in the labour
market. Examples of practise, as special CVT course for women returners
or experiences with job clubs, have significantly demonstrated the efficacy
and need for more individual occupational guidance.
The need for 'new' competences has been stressed too by employers emphasising
the need for more social competences and non-technical personal competences.
Expectations of many employers have shifted to a broader understanding
of abilities and competences both of employees and of job-applicants. Often
they expected more self-responsible work and competences suitable for adapting
to new work environments and for coping with organisational change.
can be summarised that positive experiences of one's own competences usually
have led to a positive circle thereby increasing the ability of people
for managing the own lives. Self-confidence based on positive experiences
of one's own competences may be considered as a key for labour market success,
independence and for managing one's own biography. This should be regarded
too as core objective for improvement of curricula of CVT as well as employment
advice. More individual guidance instead of standardised procedures might
be a main starting point not only to solve matching problems on the labour
market but even to improve the daily work of social institutions. But it
is too a challenge for improving public support structures for the individuals,
with respect to child orientated institutions or support to help people
to cope with change and new situations of life (Heidegger
et al. 2000a, pp. 3f., 169f.).