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Good IT Job Descriptions are the Life blood of your IT Human Capital Management. Start Search... Search Posted by Gail Sturgess Skills vs Competencies. What’s the Difference? | December 6, 2012 The terms Skills and Competencies are used, virtually, interchangeably. In fact, with many HR practitioners, Competencies seem to only relate to “Behavioural” competencies as defined in a Competency Dictionary. But this really is not the case. So, we make an attempt at defining the difference between Skills and Competencies, and providing some insight into the different types of Competencies and the level of criticality of Competencies in organisations. What is a Skill? These definitions were extracted from a number of different sources, but they all seem to say, moreorless, the same thing: Proficiency, facility, or dexterity that is acquired or developed through training or experience. The ability, coming from one’s knowledge, practice, aptitude, etc., to do something well An ability and capacity acquired through deliberate, systematic, and sustained effort to smoothly and adaptively carry out complex activities or job functions involving ideas (cognitive skills), things (technical skills), and/or people (interpersonal skills). A skill is the learned capacity to carry out predetermined results A learned ability to bring about the result you want, with maximum certainty and efficiency Proficiency, facility, or dexterity that is acquired or developed through training or experience. So, a Skill is something Learned in order to be able to carry out one or more job functions. What is a Competency Again, these definitions were extracted from a number of different sources: A cluster of related abilities, commitments, knowledge, and skills that enable a person (or an organization) to act effectively in a job or situation. Competencies refer to skills or knowledge that lead to superior performance. Measurable skills, abilities and personality traits that identify successful employees against defined roles within an organisation A competency is more than just knowledge and skills. It involves the ability to meet complex demands, by drawing on and mobilising psychosocial resources (including skills and attitudes) in a particular context. A measurable pattern of knowledge, skills, abilities, behaviours, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Competencies specify the “how” (as opposed to the what) of performing job tasks, or what the person needs to do the job successfully. Competencies, therefore, may incorporate a skill, but are MORE than the skill, they include abilities and behaviours, as well as knowledge that is fundamental to the use of a skill. An Example An example of this in an IT context is “Programming”. To effectively write a computer program one needs good analytical, logical, and interpretive ability as well as the skill to write the program in a specific language. So, learning Java, C++, C#, etc. is a Skill. But underlying the ability to use that skill effectively is analytical, logical and interpretive ability – those are Competencies. FOLLOW / SHARE … TalentAlign on LinkedIn Tweet ARCHIVES October 2014 September 2014 July 2014 May 2014 April 2014 February 2014 January 2014 November 2013 October 2013 August 2013 May 2013 April 2013 March 2013 February 2013 January 2013 December 2012 October 2012 September 2012 August 2012 July 2012 June 2012 May 2012 January 2012 December 2011 November 2011 October 2011 September 2011 July 2011 June 2011 April 2011 February 2011 January 2011 January 2010 Home / ITHRGuru Blog / Skills vs Competencies. What’s the Difference? Home ITHRGuru Blog Books @ TalentAlign My TalentAlign IT/HR KnowledgeBase StrategicHRCoach™ ITJobCompiler™ REGISTER SIGN IN Share Share to Facebook

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Skills vs Competencies

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  • 4/16/2015 SkillsvsCompetencies.WhatstheDifference?TalentAlign

    http://www.talentalign.com/skillsvscompetencieswhatsthedifference/ 1/2

    GoodITJobDescriptionsaretheLifebloodofyourITHumanCapitalManagement.

    StartSearch...

    Search

    PostedbyGailSturgessSkillsvsCompetencies.WhatstheDifference?

    | December6,2012

    ThetermsSkillsandCompetenciesareused,virtually,interchangeably.Infact,withmanyHRpractitioners,CompetenciesseemtoonlyrelatetoBehaviouralcompetenciesasdefinedinaCompetencyDictionary.Butthisreallyisnotthecase.So,wemakeanattemptatdefiningthedifferencebetweenSkillsandCompetencies,andprovidingsomeinsightintothedifferenttypesofCompetenciesandthelevelofcriticalityofCompetenciesinorganisations.

    What is a Skill?

    Thesedefinitionswereextractedfromanumberofdifferentsources,buttheyallseemtosay,moreorless,thesamething:

    Proficiency,facility,ordexteritythatisacquiredordevelopedthroughtrainingorexperience.Theability,comingfromonesknowledge,practice,aptitude,etc.,todosomethingwellAnabilityandcapacityacquiredthroughdeliberate,systematic,andsustainedefforttosmoothlyandadaptivelycarryoutcomplexactivitiesorjobfunctionsinvolvingideas(cognitiveskills),things(technical

    skills),and/orpeople(interpersonalskills).AskillisthelearnedcapacitytocarryoutpredeterminedresultsAlearnedabilitytobringabouttheresultyouwant,withmaximumcertaintyandefficiencyProficiency,facility,ordexteritythatisacquiredordevelopedthroughtrainingorexperience.

    So,aSkillissomethingLearnedinordertobeabletocarryoutoneormorejobfunctions.

    What is a Competency

    Again,thesedefinitionswereextractedfromanumberofdifferentsources:

    Aclusterofrelatedabilities,commitments,knowledge,andskillsthatenableaperson(oranorganization)toacteffectivelyinajoborsituation.Competenciesrefertoskillsorknowledgethatleadtosuperiorperformance.Measurableskills,abilitiesandpersonalitytraitsthatidentifysuccessfulemployeesagainstdefinedroleswithinanorganisationAcompetencyismorethanjustknowledgeandskills.Itinvolvestheabilitytomeetcomplexdemands,bydrawingonandmobilisingpsychosocialresources(includingskillsandattitudes)inaparticularcontext.Ameasurablepatternofknowledge,skills,abilities,behaviours,andothercharacteristicsthatanindividualneedstoperformworkrolesoroccupationalfunctionssuccessfully.Competenciesspecifythehow(asopposedtothewhat)ofperformingjobtasks,orwhatthepersonneedstodothejobsuccessfully.

    Competencies,therefore,mayincorporateaskill,butareMOREthantheskill,theyincludeabilitiesandbehaviours,aswellasknowledgethatisfundamentaltotheuseofaskill.

    An Example

    AnexampleofthisinanITcontextisProgramming.Toeffectivelywriteacomputerprogramoneneedsgoodanalytical,logical,andinterpretiveabilityaswellastheskilltowritetheprograminaspecificlanguage.So,learningJava,C++,C#,etc.isaSkill.Butunderlyingtheabilitytousethatskilleffectivelyisanalytical,logicalandinterpretiveabilitythoseareCompetencies.

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  • 4/16/2015 SkillsvsCompetencies.WhatstheDifference?TalentAlign

    http://www.talentalign.com/skillsvscompetencieswhatsthedifference/ 2/2

    Thereasonthatwesuggestthisisbecauseitisrelativelyeasytolearnotherprogramminglanguagesonceoneknowsonelanguagewell(andItalkfrompersonalexperience).However,withouttheunderlyingCompetence,itisvirtuallyimpossibletowriteaneffectiveprogramirrespectiveofthelanguage.

    Types of Competencies

    Competencieseffectivelyfallinthreegroups:

    Behavioural(orLifeSkills)CompetenciesLifeskillsareproblemsolvingbehavioursusedappropriatelyandresponsiblyinthemanagementofpersonalaffairs.Theyareasetofhumanskillsacquiredviateachingordirectexperiencethatareusedtohandleproblemsandquestionscommonlyencounteredindailyhumanlife.Examplesare:Communication,AnalyticalAbility,ProblemSolving,Initiative,etc.Functional(orTechnical)CompetenciesFunctionalCompetenciesrelatetofunctions,processes,androleswithintheorganisationandincludetheknowledgeof,andskillintheexerciseof,practicesrequiredforsuccessfulaccomplishmentofaspecificjobortask.Examplesare:ApplicationSystemsDevelopment,NetworkingandCommunication,DatabaseAnalysisandDesign,etc.ProfessionalCompetenciesProfessionalcompetenciesarecompetenciesthatallowforsuccessinanorganisationalcontext.Theyaretheacceleratorsofperformanceoriflackinginsufficientstrengthandqualityarethereasonpeoplefailtoexcelinjobs.Examplesare:BusinessEnvironment,IndustryandProfessionalStandards,Negotiation,PeopleManagement,etc.

    Levels of Criticality

    InanyorganisationtherearesomeCompetenciesthataremoreimportantthanothers,basedondifferentcriteria:

    CoreCompetenciesCorecompetenciesarethosecompetenciesthatanysuccessfulemployeewillneedtorisethroughtheorganisation.TheseCompetencieswouldgenerallyrelateinsomewaytothebusinessoftheorganisation.KeyCompetenciesKeycompetenciescontributetovaluedoutcomesoftheorganisation,definingtheabilitiesofindividualstomeetstrategicdemands,andareimportantnotjustforspecialistsbutforallindividuals.CriticalCompetenciesCriticalcompetenciesarecompetencieswithoutwhichtheorganisationwillbeunabletoachieveitsgoalsandstrategy.

    Summary

    WhenimplementingCompetencyManagementitisimportantthereforetounderstandthedifferencebetweenSkillsandCompetenciesaswellasthedifferenttypesofCompetenciesneededintheorganisation.ItisalsoextremelyimportanttocategorisetheCompetenciessothatinvestmentsincoreHRinitiatives,suchasDevelopment,WorkforcePlanning,CareerManagement,etc.arebasedoninitiativesthatwilldeliversoundReturnonInvestment.

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