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COMPETENCE VERSUS COMPETENCY What is the Difference? By Tina Teodorescu, CPT, MAW hat exactly is competence, and how is it different from competency? My company is called Competence Systems, and I

How to fill out competence versus competency whatisformdifference

How to fill out competence versus competency whatisformdifference

1. To fill out competence versus competency form, follow these steps:
2. Understand the concept of competence: competence refers to the ability to do something well or efficiently.
3. Understand the concept of competency: competency refers to a set of specific skills, knowledge, or behaviors that are required to perform a job or task.
4. Differentiate between the two: competence is a broader term that encompasses various abilities, while competency focuses on specific skills.
5. Identify the context: consider the industry or field in which you are assessing competence versus competency.
6. Evaluate the requirements: determine what skills or abilities are needed for a particular role or task.
7. Assess competence: assess the overall ability or proficiency of an individual in performing a range of tasks.
8. Assess competency: evaluate the specific skills or knowledge required for a particular job or task.
9. Fill out the form: provide the necessary information and ratings based on the criteria set for competence and competency.
10. Review and finalize: double-check the accuracy of your assessments and make any necessary revisions before submitting the form.
11. Submit the form: follow the submission instructions provided and ensure all required fields are completed.
12. Keep a copy: retain a copy of the filled-out form for your records or future reference.

Who needs competence versus competency whatisformdifference?

1. Various professionals and organizations may need to understand the difference between competence versus competency, such as:
2. - Human Resources departments: HR professionals often assess the competence and competency of employees during recruitment or performance evaluations.
3. - Training and Development specialists: they may design training programs based on the identified competence and competency requirements for specific roles.
4. - Managers and Team Leaders: understanding the distinction helps in assigning suitable tasks and evaluating employees' performance accurately.
5. - Job applicants: individuals applying for a job can benefit from knowing the difference to highlight their relevant skills and abilities during interviews.
6. - Professional Associations and Regulatory Bodies: they use competence and competency frameworks to establish standards and certifications within their respective industries.
7. - Educators and Trainers: understanding the difference helps them design curriculum and training materials that target specific competencies needed in a field or industry.

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What is competence versus competency and what is the difference?

Competence refers to having the necessary skills and abilities to perform a specific task or job, while competency refers to the overall capability to meet the requirements of a job or role.

Who is required to file competence versus competency and what is the difference?

Individuals and organizations that need to assess and report on the skills and capabilities of employees or team members are required to file competence versus competency.

How to fill out competence versus competency and what is the difference?

To fill out competence versus competency, one must evaluate the specific skills and abilities required for a job (competence) and assess the overall capability of the individual to meet job requirements (competency).

What is the purpose of competence versus competency and what is the difference?

The purpose of competence versus competency is to ensure that individuals have the necessary skills and capabilities to meet job requirements, and to assess the overall capability of employees.

What information must be reported on competence versus competency and what is the difference?

Information such as specific skills and abilities required for a job, assessment of individual capabilities, and any training or development needs must be reported on competence versus competency.