Differentiating Between Skills and Competencies

Photo - A man with Automotive Repair Skills Competent to Work Professionally

EDITORIAL

The distinction between skills and competencies is a critical compass for those charting their career trajectories. Often used interchangeably yet inherently different, these concepts form the foundation of an individual capability and organizational prowess. To demystify these terms, let's focus on their definitions.

Competency:

According to The Egyptian TVET expert Moustafa Wahba, who developed a glossary based on his own experience as a TVET consultant.

Competency is defined as the individual's ability to use, apply, and demonstrate a group of related awareness, knowledge, skills and attitudes needed to perform, successfully and safely, all tasks and duties included in a specific occupation and which can be measured against well-accepted standards (levels) required in employment as well as assessed against provided evidences at work location. The competency affects both individual's job responsibility and performance on the job and usually fall into two categories, namely technical and behavioral.

The key aspects of the definition of competency are:

1. Any job / occupation can be effectively and sufficiently described in terms of the tasks that individuals can perform in a specific occupation.
2. All tasks have direct implications for the awareness, knowledge, skill, and attitude competencies required to be acquired by an individual working in a specific occupation in order to perform the tasks correctly and safely.
3. Assessment is made on provided evidences and how the individual is actually performing work.
4. An individual is incompetent no matter how much competencies the individual has, as long as the individual can't apply those competencies appropriately at work location.
5. The assessment must be objective by conducting it against defined competency standards (Levels).
6. The definition of competency implies a more formal, objective process of assessing performance by clearly knowing what is being assessed and how it is assessed.

At its core, competency encompasses a multifaceted framework encompassing knowledge, behaviors, attitudes, and skills. It represents the holistic ability to effectively and efficiently accomplish tasks or objectives. For instance, the aptitude to make informed business decisions epitomizes competency. This broader concept necessitates the technical, cognitive power required for decision-making and integrates the cognitive processes, emotional intelligence, and strategic insight essential for successful execution.

In practical terms, competency transcends mere skill proficiency by encompassing a spectrum of attributes that enable individuals to navigate complex challenges and seize opportunities with adeptness. It comprises capabilities that empower professionals to thrive in dynamic environments, embodying what one can do and how effectively and adaptively it can be achieved.

Skill: In contrast, a skill denotes a specific learned ability honed through practice and application of knowledge. It is the tangible manifestation of expertise in performing tasks or actions, underpinned by technical proficiency and skill. For example, within business decision-making, skills such as budgeting, market research, and competitive strategy serve as the building blocks that enable individuals to execute decisions with precision and efficacy.

While indispensable, skills represent the practical manifestations of competencies, serving as the instrumental tools individuals employ to operationalize their knowledge and realize their goals. They are cultivated through deliberate practice and continual refinement, evolving alongside technological advancements and changing market dynamics.

The Intersection and Implications: The synergy between skills and competencies illuminates a holistic approach to professional excellence. While skills furnish the capability to perform specific tasks, competencies encompass the broader aptitude and readiness to apply those skills contextually and effectively. Competencies nurture the adaptive capacity and resilience needed to thrive in a volatile, uncertain, complex, and ambiguous (VUCA) world.

For organizations, distinguishing between skills and competencies is pivotal in crafting robust talent strategies and fostering a culture of continuous learning and development. By recognizing the intricate interplay between these dimensions, businesses can align their recruitment, training, and performance management practices to cultivate well-rounded professionals. This commitment to continuous learning and development fosters a culture of engagement and commitment to professional growth.