1. Modelli di rappresentazione e classificazione delle professioni
Aldo Scarnera, I Ricercatore, Istat
Master People Strategy
2. “…una professione è un complesso di attività lavorative
concrete, unitarie rispetto all’individuo che le svolge, che
richiama, a vari livelli, statuti, conoscenze, competenze, identità
e sistemi di relazione propri”*
Pagina 2
*Istat, Classificazione delle professioni, 2001, Metodi e Norme n. 12, Roma, 2002, pag. 16
5. D.O.T. Categorie per numero di divisioni e di gruppi professionali
I terna di digit
Categories Divisions Groups
0/1 - Professional, Technical, and Managerial Occupations 16 105
2 - Clerical and Sales Occupations 9 60
3 - Service Occupations 9 62
4 - Agricultural, Fishery, Forestry, and Related Occupations 6 30
5 - Processing Occupations 10 70
6 - Machine Trades Occupations 9 75
7 - Benchwork Occupations 10 72
8 - Structural Work Occupations 7 46
9 - Miscellaneous Occupations 7 43
Totale 83 563
6. D.O.T. Worker functions (D.P.T.). II terna di digit
DATA (4th Digit) PEOPLE (5th Digit) THINGS (6th Digit)
0 Synthesizing 0 Mentoring 0 Setting Up
1 Coordinating 1 Negotiating 1 Precision Working
2 Analyzing 2 Instructing 2 Operating-Controlling
3 Compiling 3 Supervising 3 Driving-Operating
4 Computing 4 Diverting 4 Manipulating
5 Copying 5 Persuading 5 Tending
6 Comparing 6 Speaking/Signalling 6 Feeding-Offbearing
7 Serving 7 Handling
8 Taking Instructions-Helping
7. D.O.T. Guide for Occupational Exploration (GOE). Occupational
interests per numero di gruppi e di sottogruppi
Occupational Interest Areas Groups Subgroups
01 Artistic: Interest in creative expression of feelings or ideas 8 22
02 Scientific: Interest in discovering, collecting, and analyzing information about the natural word and in
applying scientific research findings in medicine, life sciences, an natural sciences 4 12
03 Plants and Animals: Interest in activities involving plants and animals, usually in an outdoor setting 4 15
04 Protective: Interest in the use of authority to protect people and property 2 6
05 Mechanical: Interest in applying mechanical principles to practical situations, using machines, handtools, or
tecniques 12 93
06 Industrial: Interest in repetitive, concrete, organized activities in a factory setting 4 79
07 Business Detail: Interest in organized clear defined activities requiring accuracy an attention to detail,
primarily in an office setting 7 28
08 Selling: Interest in bringing others to a point of view through personal persuasion, using sales and promotion
techniques 3 13
09 Accomodation: Interest in catering to the wishes of others, usually on one-to-one basis 5 19
10 Humanitarian: Interest in helping others with their mental, spiritual, social, physical, or vocational needs 3 8
11 Leading-Influencing: Interest in leading and influencing others through activities involving high-level verbal
or numerical abilities 12 48
12 Physical Performing: Interest in physical activities performed before an audience 2 4
Totale 66 347
8. DOT. Physical Demands - Strength Rating (Strength)
Code Type Description
S Sedentary
Work
Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time)
and/or a negligible amount of force frequently (Frequently: activity or condition exists from 1/3 to 2/3 of
the time) to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work
involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are
sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
L Light Work Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible
amount of force constantly (Constantly: activity or condition exists 2/3 or more of the time) to move
objects. Physical demand requirements are in excess of those for Sedentary Work. Even though the weight
lifted may be only a negligible amount, a job should be rated Light Work: (1) when it requires walking or
standing to a significant degree; or (2) when it requires sitting most of the time but entails pushing and/or
pulling of arm or leg controls; and/or (3) when the job requires working at a production rate pace entailing
the constant pushing and/or pulling of materials even though the weight of those materials is negligible.
NOTE: The constant stress and strain of maintaining a production rate pace, especially in an industrial
setting, can be and is physically demanding of a worker even though the amount of force exerted is
negligible.
M Medium
Work
Exerting 20 to 50 pounds of force occasionally, and/or 10 to 25 pounds of force frequently, and/or greater than
negligible up to 10 pounds of force constantly to move objects. Physical Demand requirements are in
excess of those for Light Work.
H Heavy
Work
Exerting 50 to 100 pounds of force occasionally, and/or 25 to 50 pounds of force frequently, and/or 10 to 20
pounds of force constantly to move objects. Physical Demand requirements are in excess of those for
Medium Work.
V Very Heavy
Work
Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds of force frequently, and/or
in excess of 20 pounds of force constantly to move objects. Physical Demand requirements are in excess of
those for Heavy Work.
9. D.O.T. Specific Vocational Preparation (SVP)
1 Short demonstration only
2 Anything beyond short demonstration up to and including 1 month
3 Over 1 month up to and including 3 months
4 Over 3 months up to and including 6 months
5 Over 6 months up to and including 1 year
6 Over 1 year up to and including 2 years
7 Over 2 years up to and including 4 years
8 Over 4 years up to and including 10 years
9 Over 10 years
11. ROME Categorie professionali per numero di domini e di emplois/métiers
Catégories professionnelles Domaines professionnelles Emplois/Métiers
tertiaires
11 Personnel des services aux personnes et à la collectivité 3 18
12 Personnel des services administratifs et commerciaux 2 26
13 Personnel de l'industrie hôtelière 3 21
14 Personnel de la distribution et de la vente 3 27
21 Professionnels des arts et du spectacle 2 24
22 Professionnels de la formation initiale et de la formation continue 2 14
23 Professionnels de l'intervention sociale, du dévelopement local et de l'emploi 2 10
24 Professionnels de la santé (professions paramédicales) 3 19
31 Professionnels de la santé (professions médicales) 2 8
32 Cadres administratifs et professionelles de l'information et de la communication 3 31
33 Cadres commerciaux 3 27
techniques et industrielles
41 Personnel de l'agriculture et de la pêche 2 18
42 Personnel du bâtiment, des travaux publics et de l'extraction 2 17
43 Personnel du transport et de la logistique 4 24
44 Personnel de la mécanique, électricité et de l'électronique 3 32
45 Personnel des industries de process 4 20
46 Personnel autres industries (matériaux souples, industries graphiques, ameublement et bois) 3 29
47 Personnel de type artisanal 4 33
51 Maîtrise industrielle 2 8
52 Techniciens industriels 3 29
53 Cadres techniques de l'industrie 3 10
61 Agents de maîtrise, techniciens et cadres techniques hors industrie 3 21
Totale 61 466
13. ROME Sette criteri di costruzione delle competenze cognitive
1) Démarche Intellectuelles (DI)
2) Relation au Temp …
Court/moyen terme (de 0 à 6 mois)
Moyen/long term (de plus de 6 mois à deux ans
…et a l’Espace (RTE)
Soit de l’unité de travail
Soit de l’environnement
3) Réactivité a l’Urgence ou à une Situation Dangereuse
4) Interaction Relationnele
Niveau: Nature:
Rare à côté
Fréquente en face de
5) Délégation
6) Savoirs Références
7) Champs d’Application
14. ROME Tre “Démarche Intellectuelles” (DI)
DI de type “Application”
Application-Production
production-habilité
production-force
production-force et habilité
production normale
Application-Procédure
Application-Diagnostic
Application-Régulation
DI de type “Transposition”
Transposition-Conception
Transposition-Analyse
Transposition-Régulation
Transposition-Formalisation
DI de type “Conception”
15. ROME Ventotto “Savoirs Références”…
Savoirs références
1) Art 2) Bois, 3) Bureautique 4) Chimie
5) Dessin 6) Dessin plan 7) Droit 8) Electricité
9) Fiscalité 10) Gestion/Finance/Comptabilité 11) Hygiène alimentaire 12) Hygiène médicale
13) Hygiène surface 14) Informatique 15) Langues 16) Logistique
17) Matériaux souples 18) Mathématiques 19) Organisation 20) Pédagogie,
21) Psycologie 22) Sciences animales 23) Science de la nature 24) Sciences et Techniques
25) Sciences médicales 26) Sciences sociales, 27) Sécuritè 28) Vente/Marketing
… per quattro niveaux
1.Expertise (Je fais évoluer, j’enseigne)
2.Compréhension et maîtrise (Je comprends, je maîtrise)
3.Mise en pratique d’un ‘savoir faire’ (Je pratique, je sais faire)
4.Sensibilisation (Je connais, j’en ai entendu parler)
1.Expertise (Je fais évoluer, j’enseigne)
2.Compréhension et maîtrise (Je comprends, je maîtrise)
3.Mise en pratique d’un ‘savoir faire’ (Je pratique, je sais faire)
4.Sensibilisation (Je connais, j’en ai entendu parler)
16. Rome Diciannove “Champs d’Application”
1) Administratif 2) Agriculture 3) Art et Métiers d’Art
4) B.T.P. (Bâtiment et Travaux
Publics)
5) Commerce 6) Communication
7) Education 8) Hôtellerie/Restauration 9) Industrie/Chimie/Agro-alimentaire/
Energie
10) Industrie/Electricité/Electronique/
Maintenance
11) Industrie/Matériaux souples et
associés
12) Industrie/Mécanique/Métallurgie
13) Industries (autres) 14) Informatique 15) Loisirs et Spectacles
16) Médical 17) Sciences 18) Services
19) Transport
18. Cognitive Abilities Psychomotor Abilities Sensory Abilities
Verbal Abilities Fine Manipulative Abilities Visual Abilities
Oral Comprehension Arm-Hand Steadiness Near Vision
Written Comprehension Manual Dexterity Far Vision
Oral Expression Finger Dexterity Visual Color Discrimination
Written Expression Control Movement Abilities Night Vision
Idea Generation and Reasoning Abilities Control Precision Peripheral Vision
Fluency of Ideas Multilimb Coordination Depth Perception
Originality Response Orientation Glare Sensitivity
Problem Sensitivity Rate Control Auditory and Speech Abilities
Deductive Reasoning Reaction Time and Speed Abilities Hearing Sensitivity
Inductive Reasoning Reaction Time Auditory Attention
Information Ordering Wrist-Finger Speed Sound Localization
Category Flexibility Speed of Limb Movement Speech Recognition
Quantitative Abilities Physical Abilities Speech Clarity
Mathematical Reasoning Physical Strength Abilities
Number Facility Static Strength
Memory Explosive Strength
Memorization Dynamic Strength
Perceptual Abilities Trunk Strength
Speed of Closure Endurance
Flexibility of Closure Stamina
Perceptual Speed Flexibility, Balance and Coordination
Spatial Abilities Extent Flexibility
Spatial Orientation Dynamic Flexibility
Visualization Gross Body Coordination
Attentiveness Gross Body Equilibrium
Selective Attention
Time Sharing
O*Net®
Tassonomia delle Abilities
19. O*Net®
Ambienti professionali
Realistic Realistic occupations frequently involve work activities that include practical,
hands-on problems and solutions. They often deal with plants, animals, and
real-world materials like wood, tools, and machinery. Many of the
occupations require working outside, and do not involve a lot of paperwork or
working closely with others.
Investigative Investigative occupations frequently involve working with ideas, and require
an extensive amount of thinking. These occupations can involve searching for
facts and figuring out problems mentally.
Artistic Artistic occupations frequently involve working with forms, designs and
patterns. They often require self-expression and the work can be done without
following a clear set of rules.
Social Social occupations frequently involve working with, communicating with,
and teaching people. These occupations often involve helping or providing
service to others.
Enterprising Enterprising occupations frequently involve starting up and carrying out
projects. These occupations can involve leading people and making many
decisions. Sometimes they require risk taking and often deal with business.
Conventional Conventional occupations frequently involve following set procedures and
routines. These occupations can include working with data and details more
than with ideas. Usually there is a clear line of authority to follow.
21. O*Net®
Tassonomia dei Work values
Achievement Relationships
Ability Utilization Co-workers
Achievement Social Service
Working Conditions Moral Values
Activity Support
Independence Company Policies and Practices
Variety Supervision, Human Relations
Compensation Supervision, Technical
Security Independence
Working Conditions Creativity
Recognition Responsibility
Advancement Autonomy
Recognition
Authority
Social Status
22. Achievement Orientation Adjustment
Achievement /Effort Self-control
Persistence Stress Tolerance
Initiative Adaptability/Flexibility
Social Influence Conscientiousness
Leadership Orientation Dependability
Interpersonal Orientation Attention to Detail
Cooperative Integrity
Caring Independence
Social Pratical Intelligence
Innovate
Analytical
O*Net®
Tassonomia dei Work styles
23. O*Net®
Tassonomia delle Skills
Basic Skills Cross-Functional Skills (segue)
Content Technical Skills
Reading Comprehension Operations Analysis
Active Listening Technology Design
Writing Equipment Selection
Speaking Installation
Mathematics Programming
Science Operation Monitoring
Process Operation and Control
Critical Thinking Equipment Maintenance
Active Learning Troubleshooting
Learning Strategies Repairing
Monitoring Quality Control Analysis
Cross-Functional Skills Systems Skills
Social Skills Judgment and Decision Making
Social Perceptiveness Systems Analysis
Coordination Systems Evaluation
Persuasion Resource Management Skills
Negotiation Time Management
Instructing Management of Financial Resources
Service Orientation Management of Material Resources
Complex Problem Solving Skills Management of Personnel Resources
Complex Problem Solving
24. O*Net®
Tassonomia delle Knowledges
Business and Management Health Services
Administration and Management Medicine and Dentistry
Clerical Therapy and Counseling
Economics and Accounting Education and Training
Sales and Marketing Education and Training
Customer and Personal Service Arts and Humanities
Personnel and Human Resources English Language
Manufacturing and Production Foreign Language
Production and Processing Fine Arts
Food Production History and Archeology
Engineering and Technology Philosophy and Theology
Computers and Electronics Law and Public Safety
Engineering and Technology Public Safety and Security
Design Law and Government
Building and Construction Communications
Mechanical Telecommunications
Mathematics and Science Communications and Media
Mathematics Transportation
Physics
Chemistry
Biology
Psychology
Sociology and Anthropology
Geography
25. O*Net®
Tassonomia delle Generalized Work Activities
Information Input Work Output (segue)
Looking for/Receiving Job-Related Information Performing Complex/Technical Activities
Getting Information Interacting With Computers
Monitor Processes, Materials, or Surroundings Drafting, Layingout, and Specifying Technical Devices,
Identify/Evaluating Job-Relevant Information Parts, and Equipment
Identifying Objects, Actions, and Events Repairing and Maintaining Mechanical Equipment
Inspecting Equipment, Structures, or Material Repairing and Maintaining Electronic Equipment
Estimating the Quantifiable Characteristics of Documenting/Recording Information
Products, Events, or Information Interacting With Others
Mental Processes Communicating/Interacting
Information/Data Processing Interpreting the Meaning of Information for Others
Judging the Qualities of Things, Services, Communicating with Supervisors, Peers, or Subordinates
or People Communicating with Persons Outside Organization
Processing Information Establishing and Maintaining Interpersonal Relationships
Evaluating Information to Determine Assisting and Caring for Others
Compliance with Standards Selling or Influencing Others
Analyzing Data or Information Resolving Conflicts and Negotiating with Others
Reasoning/Decision Making Performing for or Working Directly with the Public
Making Decisions and Solving Problems Coordinating/Developing/Managing/Advising
Thinking Creatively Coordinating the Work and Activities of Others
Updating and Using Relevant Knowledge Developing and Building Teams
Developing Objectives and Strategies Training and Teaching Others
Scheduling Work and Activities Guiding, Directing, and Motivating Subordinates
Organizing, Planning, and Prioritizing Work Coaching and Developing Others
Work Output Provide Consultation and Advice to Others
Performing Physical and Manual Work Activities Administering
Performing General Physical Activities Performing Administrative Activities
Handling and Moving Objects Staffing Organizational Units
Controlling Machines and Processes Monitoring and Controlling Resources
Operating Vehicles, Mechanized Devices,
or Equipment
26. O*Net®
Tassonomia dell’Organizational Context
Structural Characteristics Human Resources Systems and Practices (segue)
Organizational Structure Reward System
Decision Making System Basis of Compensation
Decentralization and Employee Empowerment Benefits
Individual versus Team Structure Social Processes
Job Characteristics Goals
Skill Variety Individual Goal Characteristics
Task Significance Goal Feedback
Task Identity Roles
Autonomy Role Conflict
Feedback Role Negotiability
Job Stability and Rotation Role Overload
Human Resources Systems and Practices Culture
Recruitment and Selection Organizational Values
Recruitment Operations Supervisor Role
Selection Assessment Methods Used
Training and Development
Training Methods
Training Topics/Content
Extent/Support of Training Activities
27. O*Net®
Tassonomia del Work Context
Interpersonal Relationships Physical Work Conditions (segue)
Communication Job Hazards
Communication Methods Frequency of Exposure to Job Hazards
Public Speaking Exposed to Radiation
Telephone Exposed to Disease/Infections
Electronic Mail Exposed to High Places
Letters and Memos Exposed to Hazardous Conditions
Face-to-Face Discussions Exposed to Hazardous Equipment
Contact With Others Exposed to Minor Burns, Cuts, Bites or Stings
Role Relationships Job Demands
Job Interactions Time Spent in Body Positions
Work With Work Group or Team Sitting
Deal With External Customers Standing
Coordinate or Lead Others Climbing Ladders, Scaffolds, Poles
Responsibility for Others Walking and Running
Responsible for Others' Health and Safety Kneeling, Crouching, Stooping or Crawling
Responsibility for Outcomes and Results Keeping or Regaining
Conflictual Contact Using Hands to Handle, Control, orFeel Objects, Tools, orControls
Frequency of Conflict Situations Bending or Twisting the Body
Deal With Unpleasant/Angry People Making Repetitive Motions
Deal With Physically Aggressive People Frequency of Wearing Work Attire
Physical Work Conditions Wear Common Protective or Safety Equipment
Work Setting Wear Specialized Protective or Safety Equipment
Frequency Required to Work: Structural Job Characteristics
Indoors, Environmentally Controlled Criticality of Position
Indoors, Not Environmentally Controlled Consequence of Error
Outdoors, Exposed to Weather Impact of Decisions
Outdoors, Under Cover Impact of Decisions on Co-workers or Company Results
In an Open Vehicle or Equipment Frequency of Decision Making
In an Enclosed Vehicle or Equipment Freedom to Make Decisions
Physical Proximity Routine versus Challenging Work
Environmental Conditions Degree of Automation
Frequency in Environmental Conditions Importance of Being Exact or Accurate
Unconfortable Sounds/Noise Levels Importance of Repeating Same Tasks
Very Hot or Cold Temperatures Structured versus Unstructured Work
Extremely Bright or Inadequate Lighting Competition
Exposed to Contaminates Level of Competition
Cramped Work Space, Awkward Positions Pace and Scheduling
Exposed to Whole Body Vibration Time Pressure
Pace Determined by Speed of Equipment
Work Schedules
Duration of Typical Work Week
28. lassificare le professioni: le classificazioni pubblicate dall’Istituto
Prompt del navigatore delle Classificazioni delle Professioni(1951-2001) allegato alla CP ‘91
29. La Classificazione delle Professioni (CP ’01).
Il criterio dello skill level
Grandi gruppi di professioni per livello di competenza
Grandi Gruppi Livello
I - Legislatori, dirigenti e imprenditori -
II - Professioni intellettuali, scientifiche e di elevata specializzazione 4
III - Professioni tecniche 3
IV - Impiegati 2
V - Professioni qualificate nelle attività commerciali e nei servizi 2
VI - Artigiani, operai specializzati e agricoltori 2
VII - Conduttori di impianti e operai semiqualificati addetti a macchinari fissi e mobili 2
VIII - Professioni non qualificate 1
IX - Forze Armate -
30. Grandi Gruppi per numero di gruppi, classi, categorie e unità professionali
Grandi Gruppi Gruppi Classi Categorie
I – Legislatori, dirigenti e imprenditori 3 8 48
II – Professioni intellettuali, scientifiche e di elevata specializzazione 6 17 69
III – Professioni tecniche 4 17 92
IV – Impiegati 2 6 37
V – Professioni qualificate nelle attività commerciali e nei servizi 5 11 47
VI – Artigiani, operai specializzati e agricoltori 6 24 108
VII – Conduttori di impianti e operai semiqualificati addetti a macchinari
fissi e mobili
4 22 89
VIII – Professioni non qualificate 6 15 28
IX – Forze Armate 1 1 1
Totale 37 121 519
La Classificazione delle Professioni (CP ’01).
Il criterio dello skill specialization
32. Gli esiti del dibattito Isfol sul sistema informativo sui fabbisogni professionali:
il problema della rappresentazione del lavoro nella forma di professione
Gli aspetti cruciali del problema:
Disporre di un linguaggio condiviso, strutturato, scalabile e in grado di contenere ed
integrare la molteplicità di fonti già esistenti;
Definire su base empirica modalità di rappresentazione in grado di rilevare e
contabilizzare i contenuti più significativi di una generica professione in un tempo
dato e in un mercato del lavoro dato
Progettare l’informazione sulle professioni in modo da poter cogliere nel tempo
continuità e variazioni di quei contenuti assumendo che queste dipendono dai
cambiamenti indotti dallo sviluppo tecnologico, economico, produttivo e dallo stesso
mercato del lavoro
Disporre di un set articolato di dati in grado di misurare il capitale umano circolante
(espresso in termini di professioni) e costituire possibili riferimenti empirici per
l’individuazione dei fabbisogni formativi e professionali
34. La Nomenclatura delle Unità Professionali (NUP)
Deriva dalla Classificazione delle Professioni (ed. 2001), ne aumenta il dettaglio
definendo un ulteriore digit (quinto) che raccoglie professioni particolarmente
omogenee rispetto ai criteri via via individuati dai livelli (digit) superiori della
Classificazione
Si tratta di aggregazioni fortemente strutturate dalla logica classificatoria, in
grado di raccordare le informazioni statistiche sulle professioni rilevate da
indagini campionarie condotte in ambito Sistan o, anche, generate da processi
amministrativi (Inail)
E’ progettata in modo da potersi adattare sia alle variazioni della Classificazione
da cui deriva sia a variazioni derivate da cambiamenti del mercato del lavoro
Dichiara e descrive i criteri su cui si fondano tutti i livelli della Classificazione
La costruzione delle unità statistiche di indagine
35. NUP validata. Grandi Gruppi per numero di gruppi, classi, categorie e unità professionali
Parte comune alla Classificazione delle Professioni ‘01 Parte NUP
Grandi Gruppi Gruppi Classi Categorie Unità Professionali
I – Legislatori, dirigenti e imprenditori 3 8 48 56
II – Professioni intellettuali, scientifiche e di elevata
specializzazione
6 17 69 157
III – Professioni tecniche 4 17 92 161
IV – Impiegati 2 6 37 43
V – Professioni qualificate nelle attività commerciali
e nei servizi
5 11 47 61
VI – Artigiani, operai specializzati e agricoltori 6 24 108 182
VII – Conduttori di impianti e operai semiqualificati
addetti a macchinari fissi e mobili
4 22 89 116
VIII – Professioni non qualificate 6 15 28 28
IX – Forze Armate 1 1 1 1
Totale 37 121 519 805
La Nomenclatura delle Unità Professionali (NUP)
36. Il disegno dell’indagine
Due indagini a cascata:
La prima individua i lavoratori che svolgono una delle professioni comprese
nella UP indagata ipotizzando che queste ultime siano rinvenibili in imprese di
determinati settori di attività economica, quando non si tratti di professioni
regolamentate. E’ condotta con sistema CATI da un Contact Center che
raggiunge le imprese selezionate casualmente dagli archivi disponibili,
verifica l’esistenza di una delle professioni di interesse, seleziona in caso
positivo i lavoratori che la svolgono, cerca di ottenere il consenso a svolgere
l’intervista in orario di lavoro;
La seconda somministra un questionario CATI attraverso una rete di
intervistatori dislocati sul territorio che ricevono telematicamente i dati sulle
interviste da effettuare, e trasmettono informazioni sull’andamento dei contatti
con l’intervistato e, infine, il record dell’intervista effettuata.
37. La misurazione
B.1 Impresa e
gestione di
impresa
Conoscenza dei principi e dei metodi che regolano l’impresa e la sua gestione
relativi alla pianificazione strategica, all’allocazione delle risorse umane, finanziarie e
materiali, alle tecniche di comando, ai metodi di produzione e al coordinamento delle
persone e delle risorse
A.Quanto è importante quest’area di conoscenza nello svolgimento della sua attuale professione?
•Non importante 1|_| passare all’area di conoscenza successiva
•Appena importante 2|_|
•Importante 3|_|
•Molto importante 4|_|
•Di assoluta importanza 5|_|
A.A quale livello, fra quelli indicati, sono necessarie queste conoscenze per lo svolgimento della sua attuale professione?
1 2 3 4 5 6 7
Firmare un
mandato di
pagamento
Controllare l’andamento di un progetto per
assicurare la sua realizzazione nei tempi
previsti
Gestire un’azienda con un fatturato da
10 milioni di euro
38. Il questionario
Modello di rappresentazione, tipo di misurazione, sezioni del questionario dedicate e numero di item
Tipo di Misurazione
Sezione del
questionario
Item
misurati
Worker Characteristics
Abilites Doppia scala Importanza/Livello D 52
Occupational Interests Ordinamento F 6
Occupational Values Scala singola, accordo E 21
Work Styles Scala singola, Importanza F 17
Worker Requirements
Skills Doppia scala Importanza/Livello C 35
Knowledge Doppia scala Importanza/Livello B 33
Education Livello e tipo di Istruzione richiesto A 2
Experience Requirements
Experience-Licencing Presenza/Durata A 4
Training Presenza/Durata A 6
Apprenticeship Presenza/Durata A 2
Occupational Requirements A
Generalized Work Activities Doppia scala Importanza/Livello G 41
Work Context Varie scale singole H 57
Occupation-Specific Information
Tasks Domanda aperta ripresa in chiusura A-I
40. Gli sviluppi: Nup e indagine
La reiterazione dell’indagine:
Ridisegnare la NUP in relazione alle innovazioni introdotte dalla Isco 08
Completare l’indagine con le Unità Professionali non indagate;
Eventuale ridisegno dell’indagine nella prospettiva di aggiornamenti continui
42. La forma del sistema
Isfol
Ente C
Ente BEnteA
Istat
43. I contenuti del sistema
L’offerta di istruzione
L’offerta di formazione
L’incidentalità
La sicurezza del lavoro
Le professioni regolamentate
Le comunicazioni obbligatorie e l’incontro fra domanda e offerta di lavoro (borsa lavoro)
La sicurezza sociale
I fabbisogni professionali
Lo stock di occupati
I contenuti della professione (e il sistema di informazione sui fabbisogni)
44. Per saperne di più:
http://www.istat.it/strumenti/definizioni/professioni/
http://fabbisogni.isfol.it/
http://www.annaliistruzione.it/riviste/quaderni/pdf/QAI_103_104/00_ALL08.pdf
http://www.occupationalinfo.org/
http://www.anpe.fr/espacecandidat/romeligne/RliIndex.do
http://www.onetcenter.org/
http://online.onetcenter.org/
http://www.ilo.org/public/english/bureau/stat/isco/isco88/intro.htm
