Competencies’ debate as alternative for orientation to people management brought aspects that had amplified the contradictions that a managerial tool brings when adopted with the intention of value creation and high organizational performance. Even though the legitimacy and permanence of this tool is each time conditioned to mathematical evidence of its effectiveness. It imposes a series of challenges, as much in the adoption of competencies models, how much in the proper logic of human resources management. So, competencies’ "speech" appears as significant and important practical manager and presents in its applicability great diversity. Through this perspective it is introduced the reflection about possibility to build competence models with sector characteristics or for professional categories, while minimize great expenses and resources destined to the formation process and at the same time the individual’ adequacy for professional activity, as much prepares for the world of work. This perspective opens the possibility to incorporate different social actors, since a pillar to be considered is the possibility of agreement, that presents negotiation logic or shared interests.