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Title TACITKEY
Tacit forms of key competences for changing employment
Aspect
Concept Findings Practice Challenge
Synopsis The interview results in all partners countries have shown great commonalties in the perception of tacit competences including the following:

(a) 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.

(b) 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.

(c) 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. 

(d) 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.

It 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.).

Reference Chapter 6 of the final report presents selected important research results related to core themes of the project; chapter 7 summarises main results of the national research based on the two common reports which present the empirical research results in detail (Heidegger et al. 2000a, pp. 53-121; 122-170).
See also project info on TACITKEY.
Descriptors D-CDO  D-CVT  EP08        E09
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Editor: Sabine Manning  © WIFO