According to Quesada Martinez (2006), there are different models, among the most used are: the behaviorist model: oriented to the selection of the fittest, and bearer of difficulties for the identification of standards and technical requirements. It is based on the personal aspects of job performance that are possible measurement. Although it contains elements of collective work, the worker looks prompted to individually overcome. In this model competition essentially describes what a worker can do and not what It makes. It focuses on the identification of the capacities of the person that lead it to higher organization performance. Generally applies to management levels and subscribes to the capabilities that make him stand out not predefined circumstances.
The functionalist model: essentially based on the measurement of results. Part of the main objective and continues with the disaggregation of levels to identify the units of competence and its elements. The key feature of this analysis is that he describes products, not processes. With this method the worker obtained recognition of their competencies in relation to obtaining and achieving the main objective. The functional approach refers to specific and predefined performance that the person must demonstrate, derived from an analysis of the functions that make up the production process. This model at the operational level is generally used, and was confined to technical aspects.
The constructivist model: method with higher load is holistic, with parameters of social inclusion and integral formation, human dimension of activity and social context of the work. You are based on the premise that the full participation of individuals in the discussion and understanding of problems is crucial for the identification of the dysfunctions in the company. It is from that discussion and general exchange begins to generate standard. For example, in a company becomes consciousness among all the pers