Competences vs. Competencies: A Guide for HR Students

For students of English for Human Resources, the distinction between „competence/competences” and „competency/competencies” can be a bit of a minefield. While they sound similar and often used interchangeably, they have distinct meanings.

Competences

• Singular form: This refers to a basic specific skill, ability, or knowledge that an individual possesses.
  • Example: „Communication competence” refers to the ability to effectively convey and receive information.
  • Example: „Problem-solving competence” refers to the ability to identify and resolve issues.

Competencies

• Plural form: This refers to a set of skills, abilities, and knowledge that are essential for successful performance in a particular role or profession.
  • Example: „The competencies required for a project manager include leadership, planning, and risk management.”
  • Example: „The company focuses on developing core competencies in innovation and customer service.”

Examples of Competences

• Communication skills (verbal and written)
• Teamwork and collaboration
• Problem-solving and decision-making
• Leadership and management
• Time management and organization
• Creativity and innovation
• Adaptability and flexibility
• Negotiation and conflict resolution
• Analytical and critical thinking
• Technical skills (e.g., software proficiency, data analysis)

Examples of Competencies for Different Professions

• Teachers: Communication, patience, creativity, classroom management, subject matter expertise.
• Doctors: Medical knowledge, patient care, communication, decision-making, critical thinking.
• Software Engineers: Programming skills, problem-solving, analytical thinking, teamwork, creativity.
• Marketing Managers: Communication, creativity, strategic thinking, market analysis, data analysis.

Why is this distinction important for HR professionals?

• Accurate job descriptions: Using the correct terminology ensures clarity and accuracy in job descriptions and recruitment processes.
• Effective performance reviews: Identifying and evaluating specific competencies helps in conducting fair and objective performance reviews.
• Skill development: Understanding the required competencies for a role allows HR professionals to design effective training and development programs.
• Succession planning: Identifying individuals with the necessary competencies is crucial for succession planning within an organization.

In conclusion, while the terms „competences” and „competencies” may seem interchangeable, understanding their subtle differences is crucial for HR professionals. By accurately using these terms, HR professionals can improve communication, enhance recruitment processes, and contribute to the overall success of the organization.

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