What is the difference between a skill and competency?

Skills are the specific learned abilities that you need to perform a given job well. Competencies, on the other hand, are the person’s knowledge and behaviours that lead them to be successful in a job.

What’s the difference between capability and competency?

Competence has become a somewhat outdated and passive term. It refers to a person’s current state and to them having the knowledge and skills necessary to perform a job. Capability is about integrating knowledge and skills and adapting and flexing to meet future needs.

What are course competencies?

Competency: A general statement that describes the desired knowledge, skills, and behaviors of a student graduating from a program (or completing a course). Competencies commonly define the applied skills and knowledge that enable people to successfully perform in professional, educational, and other life contexts.

How do you develop a competency framework?

Competency development will help you:

Define and measure success in each role.
Recruit higher-quality staff.
Set expectations for every new employee.
Provide a competency framework with which to evaluate performance.
Discover gaps in competencies and better train to fill those gaps.
Prepare employees for advancement.

What is a capability framework?

A capability framework is a set of detailed and behaviourally-specific descriptions of the key behaviours, and underlying knowledge, attributes, and experiences that are required for successful performance in a job, team, or organisation.

What is a competency framework example?

Employer competency frameworks may include different types: For example, in management roles common competencies may include strategic awareness, leading a team and managing team performance. Technical or job specific competencies – apply to certain roles or a ‘job-family’ or ‘job function’ within the organisation.

What are the benefits of a competency framework?

Benefits of a Competency Framework

Linking personal and organisational goals.
Better recruitment and retention standards.
Smooth succession planning.
Opening up communication channels.
Tracking learning and development impact on performance.