They are what a person can or cannot do. Writing a blog is a skill. So is computer programming, data entry, oral communication, and truck driving.
Skills describe what activities employees are trained to perform. Competencies encompass skills, along with knowledge and behavior. They are how a person performs on the job. Someone can be competent at managing customer relationships, building teams and facilitating meetings. Well -defined competencies get to proficiency, describing cumulative knowledge, abilities, behavior, and expertise. A Comparison of Both Terms At first glance, the distinction between skills and competencies can be subtle.
Here are a few examples of skills vs. A competency is a wide collection of talent and skills that helps a person to perform effectively in any situation. Skills are precise learned activities or tasks requiring proficiency or artistry that are acquired or developed through training or experience. They can range widely in terms of elaborateness.
In the business world, a skill is a physical task learned to be able to carry out one or more job functions. Skills and competencies are not mere catchy expressions scattered throughout job descriptions. They give us the means to be successful. Skip to content. This skill can be applied to achieve the desired result of playing a song! Believe it or not, there are many people out there that do not know how to iron clothes. This skill can be applied to achieve the desired result of a nicely ironed shirt!
Knowing how to use Microsoft Excel is an example of a skill, as would knowing how to use any other tool for its intended purpose. Technical skills like this are often sought after or considered to be a requirement for a specific role. In order to do this, you would need to exercise decision making, and communication in conjunction with your Excel skill set. While using Excel can be thought of as a skill, decision making and communication can be considered competencies.
A competency is a broader concept, that combines skills, knowledge and behavior. While competencies may include a specific skill, they are more than just that skill alone. How does an individual perform the duties of their job? There are many considerations that you should make before hiring. Of course, you would require that the pianist have technical skills.
A pianist needs to be able to play the piano. For example; what if the pianist gets nervous in front of large crowds? If the pianist gets nervous in front of crowds, their piano playing skills will not be enough to get the job done. In order to perform, possessing the competencies of stress tolerance and confidence are critical.
So how do things like stress tolerance and confidence differ from something like physically playing the piano? Think about this, how would one go about learning stress tolerance or confidence? This is because stress tolerance and confidence are not individual skills, but a combination of skills, knowledge and behavior … a competency!
Being a successful pianist requires a number of skills and competencies, as is the case with any job! Is the skill of ironing clothes the only thing that matters? Assuming you want clients to be satisfied with your service, you want the job to be done right! Companies need to balance both competencies and skills when developing employees for future roles. A narrow focus on skills will lead to employees that have all of the skills to succeed, but do not have the other intangibles that are necessary to fill key positions.
HR teams clarifying the terms will help both employees and managers get on the same page on what employees need to work on to advance their careers. This should lead to a reduction in employee turnover and improve employee engagement. Establishing a common definition for skills and competencies can help your organization grow more skillful, competent employees. A shared understanding of these terms will eliminate any confusion both inside and outside the company.
Helping your employees develop skills and competencies will ensure that your organization will be able to fill key roles in the future.
To learn more about how to leverage skills and competencies inside your organization, take a look at our competency management software. Companies have always had a hard time determining the right approach for designing a job architecture that supports pay equality, and diversity.
Due to hiring freezes, a large number of companies have been abruptly limited to their existing talent pools to staff projects and fill skill gaps. Instead, if you focus your energy on the optimizing your existing workforce, you can overcome these obstacles and set yourself up for success in the long-run. This requires both an understanding of the trends in your specific sector, together with a skills audit to gain an accurate picture of the skills your business needs to grow and remain competitive.
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