OntoHR in Italian context as it was presented by Francesco Zoino (Gruppo Dida) at the 2nd OntoHR Workshop in Amsterdam

1. Competences certification and
HR selection in Italy: some
aspects
Francesco Zoino
fzoino@gruppodida.it

2. The ISFOL point of view
ISFOL – Institute for Development of VET for workers in Italy
The competence definition: the competence is the general heritage of the
person resources during a work performance or owen professional path. It’s
composed by different personal skills .
Eurpean framework: EQF – European Qualifications Framework is a shared
instrument to easy the comparison of different qualifications in Europe (8
levels describing the set of competences, skills, knowledges that the student
has acquired after a specific learning path or thanks to some work
experiences). A specific recommendation pf European Council suggests to
European Countires to link own qualification system to EQF until 2010.

3. The situation in Italy
A lot of European Countries are working to respect the
recommendation of te European Union. In Italy there is a great delay
about this process.
This issue is linked to the missing in Italy of a system of learning and
VET standard, dedicated to the identification and certification of the
competences.
Form 2006 the Italian Government has created a Technical table
dedicated to the construction of national system of professional and
learning standards.
For the missing of these shared standards in Italy some Regions have
adopted specific local standards .

4. Some Certifications working in Italy
Informatics:
ECDL (European Computer Driving Licence) to check the necessary competences
concerning the use of the personal computer and of basic applications.
EUCIP (European Certification of Informatics Professionals) to identify the informatic
competences of igh level for 21 professional figures (Information System Manager,
Business Analyst and so on)
Foreign languages:
CFRLT - Common Framework of Reference for language Learning and Teaching). This
presents the competence levels for the foreign languages.

5. Some progress elements
Formative book (Government rule): this is a instrument to describe all the formal and
informal formative paths and the professional activities realized linked to a specific
person.
The formative book is not a competence certification instrument, but only a process to
make trasparent the learning path and professional activities of a person !!!!!!

6. HR selection in Italy: Randstat report
The Randstat Italy has realized a specific analysis about the HR recluitment and selection
for Italian SMEs, using a dedicated questionnaire and involving 391 users.
The results of analysis has highlighted these important aspects:
Problems in the selection of HR:
• a lot of problems in the selection of the skilled peronnel. The most important reason for
the SMEs is the not sufficient working exeperience of the worker.
• use of different selection channels. In particular the involvment of specific working
agency.
Possible solutions
• the creation of a real matching between the school competences and the work world.
• the possibility to have a reference comptences standard.
• improvement of the school system taking in account the needs of the eneterprises.
• a lot of economic investments to dedicate to the selection of the human resources.
• to increase the recluitment and selection channels

7. HR selection in Italy: Randstat report
The Randstat Italy has realized a specific analysis about the HR recluitment and selection
for Italian SMEs, using a dedicated questionnaire and involving 391 users.
The results of analysis has highlighted these important aspects:
Problems in the selection of HR:
• a lot of problems in the selection of the skilled peronnel. The most important reason for
the SMEs is the not sufficient working exeperience of the worker.
• use of different selection channels. In particular the involvment of specific working
agency.
Possible solutions
• the creation of a real matching between the school competences and the work world.
• the possibility to have a reference comptences standard.
• improvement of the school system taking in account the needs of the eneterprises.
• a lot of economic investments to dedicate to the selection of the human resources.
• to increase the recluitment and selection channels