Competence - what is it, definition and examples

In the modern labor market, there are many new and important terms. And all of them have their weight and effectiveness for every worker. 

Today, the term «competence» is increasingly appearing in the fields of education, business, human resource management, and even in everyday life. This concept is used to denote certain knowledge, skills, abilities, and personal qualities of a person that allow them to effectively perform their functions or duties. Competence is a multifaceted term that encompasses not only academic knowledge but also practical experience, psychological characteristics, communication skills, and value orientations. It demonstrates how ready a person is to act qualitatively in different situations, make the right decisions, and take responsibility for their actions.

What is competence?

Of course, it's worth starting with the foundation of this term. Competence is a specific area of knowledge or activity in which a person has the necessary skills, information, and experience to achieve results. In scholarly literature, the definition of this term may differ somewhat, but the essence is the same: competence means possessing the relevant resources to solve tasks within the specific activity.

For example, a lawyer's competence includes knowledge of the legislative framework, the ability to apply laws in practice, skills in making reasoned arguments in court, and the ability to analyze legal documents. In turn, a teacher's competence manifests itself in pedagogical knowledge, methodological approaches to teaching, an understanding of children's psychology, and the ability to create a conducive atmosphere in the classroom.

Thus, competence is not just formal knowledge, but the combination of theoretical training with practical skills and personal qualities that allow one to act effectively in a specific area.

Key components of competence

Competence consists of several key elements that interact with each other. What we are talking about: 

1. Knowledge — basic information, theoretical training, and understanding of the principles of activity. Without them, it is impossible to form a basis for further actions.
2. Skills and abilities — the ability to use knowledge in practice. They show how much a person can realize their knowledge in real life.
3. Experience — practical examples, situations, and results that confirm a person's ability to act effectively. Experience shapes a deeper understanding of processes and allows for making balanced decisions.
4. Personal qualities — such characteristics as responsibility, initiative, organizational skills, and communication skills that help apply knowledge and abilities correctly.
5. Motivation and values — the internal attitudes of a person that determine their willingness to act, improve, and achieve results.

For example, a doctor's competence is not limited to medical education. It includes the ability to work with patients, take responsibility, react quickly in critical situations, and adhere to professional ethics.

Types of competences

One cannot fail to mention the types of this term. In modern practice, several main types of competences are distinguished:

1. Key competences — universal knowledge and skills necessary for every person regardless of profession: the ability to communicate, work in a team, use modern technologies, and solve problems.
2. Professional competences — special knowledge and skills pertaining to a specific field of activity, such as accounting, programming, pedagogy.
3. Social competences — the ability to build interpersonal relationships, avoid conflicts, work in a team, and adapt to new conditions.
4. Communicative competences — the ability to convey information, listen to counterparts, and argue one's position.
5. Creative competences — the ability to think innovatively, seek new ideas, and take a creative approach to problem-solving.

For example, it is crucial for an IT specialist to possess professional competences (knowledge of programming languages), but without social and communicative skills, it will be challenging for them to work in a large team or explain solutions to clients.

Competence and competency: what is the difference?

The terms «competence» and «competency» are often confused. Although they are interrelated, they are not identical. What we are talking about:

1. Competence — is the area of knowledge, skills, and abilities that a person must possess to perform a specific job or function. It is rather a requirement or characteristic.
2. Competency — is the actual capability of a person to apply their knowledge and skills in practice, i.e., the real level of mastery of competences.

For example: a teacher's competence involves mastering teaching methodologies and knowledge of student psychology. Competency in teaching manifests itself when they skillfully apply this knowledge in the classroom, create a comfortable atmosphere, and achieve results in learning.

Thus, competence is what one needs to know and be able to do, while competency relates to how well this is applied in real conditions.

What is professional competence?

Professional competence is a complex of knowledge, abilities, experience, and personal qualities that allows a person to effectively perform their job responsibilities. This concept is key in the field of human resources management, as it determines the suitability of an employee for a particular position.

Professional competence is formed during training, practice, training, and accumulating experience. It includes:

• specialized knowledge in the chosen field;
• the ability to make decisions in professional situations;
• the ability to analyze information;
• responsibility and professional ethics.

For example, a doctor's professional competence is not only the ability to diagnose diseases but also the ability to interact with patients, work as a team with other healthcare professionals, and make decisions in crisis situations. For an engineer, professional competence includes knowledge of technical standards, the ability to work with blueprints, use innovative technologies, and consider safety aspects.

Thus, professional competence is a guarantee of quality execution of work tasks and at the same time an indicator of the competitiveness of a specialist in the labor market.

How competences are evaluated

Evaluating competences is an important stage in personnel selection, improving qualifications, and employee development in any field. Modern companies are increasingly focusing on competences rather than just formal education or work experience. This is due to the fact that having a diploma does not always guarantee the ability to effectively perform practical tasks, whereas competency provides a real picture of the professional level.

Evaluation can be carried out in various ways. The most common method is the interview, where the employer or HR manager asks questions that help reveal not only the candidate's knowledge but also their reaction to non-standard situations. For example, a candidate may be asked to describe how they resolved conflicts at their previous job or model a situation with a problematic client.

Testing is also popular and helps measure knowledge levels in a specific field. For a programmer, this might be a practical task of writing code, for an accountant — examples of calculations, for a marketer — creating a brief product promotion strategy.

Additionally, the «Assessment Center» method is used — a comprehensive approach where candidates perform various tasks, work in groups, demonstrate leadership qualities, and analyze case studies. In the process, evaluators observe how participants interact, make decisions, and justify their actions.

Feedback from colleagues and managers is also important. In many companies, the «360-degree» method is used, where feedback is provided not only by supervisors but also by subordinates, colleagues, and even clients. This approach allows for a more objective picture.

Thus, competences are evaluated through a combination of tests, practical tasks, interviews, and observations of actual behavior. This allows for identifying the strengths of a candidate, discovering areas for development, and understanding how well they meet the job requirements.

Competences in resume and interview

A resume is the first thing an employer gets acquainted with before meeting a candidate. Therefore, it is important to correctly reflect key competences in it. The key is not just to list general qualities but to specify them with examples. For instance, instead of the abstract «communication skills», it is better to write: «have experience negotiating with international partners» or «successfully moderated group projects in a team of 10 people».

In the section about professional skills, it is worth mentioning competences that directly correspond to the job vacancy. If it is a position in the IT field, it is necessary to highlight knowledge of specific programming languages, the ability to work with databases, or experience in application development. For a sales manager — the ability to work with CRM systems, conduct negotiations, and conclude deals.

During the interview, the employer checks not only the facts but also how well the candidate actually possesses the stated competences. Therefore, typical questions are aimed at revealing practical experience: «Tell us about a challenging situation at your previous job and how you solved it», «What role do you usually take in a team?», or «What new skills have you mastered in the last year?».

Candidates often make the mistake of writing standard phrases in their resumes without proof. For example: «I have organizational skills». Such statements appear empty. Instead, it is better to provide examples: «Organized a corporate event for 200 participants» or «Led a logistics optimization project that reduced costs by 15%».

Thus, competences in resumes and interviews should not be general words but confirmed by examples of real experience. This is when the employer gains confidence in your professionalism.

Tips for developing competences

Competences are not something inherent or unchangeable. They can and should be developed throughout life. The world is changing rapidly, new technologies require continuous learning, and the labor market values those who can adapt. Here are some tips on how to develop your competences:

1. Learn continuously. Courses, trainings, seminars, webinars — all of these help obtain new knowledge and improve existing skills. It is especially important to keep track of trends in your field.
2. Practice. Any competence is formed through experience. The more you apply knowledge in practice, the more confident you feel. For example, to enhance communication skills, participate in public speaking or discussion clubs.
3. Get feedback. Do not hesitate to ask colleagues and managers about your work. This helps identify your strengths and weaknesses, which you might not notice on your own.
4. Develop soft skills. Technical knowledge is essential, but without the ability to work in a team, resolve conflicts, or plan time, even the best specialist will not be effective.
5. Set specific goals. Avoid trying to develop everything at once. Choose 2-3 key competences that are most important for your profession and gradually enhance them.
6. Read and analyze. Professional literature, business cases, analytical articles help form critical thinking and broaden one's worldview.
7. Be open to change. Competences develop faster when a person is ready to experiment, tackle new tasks, and step out of their comfort zone.

For example, if you work in marketing, it is important not only to know classical advertising methods but also to continuously master new tools — from targeted advertising on social networks to big data analytics. For an accountant, competence development involves studying new accounting programs, changes in tax legislation, and improving financial planning skills.

Developing competences is a long-term process that requires discipline and consistency. However, it allows one to remain a competitive specialist, successfully pass interviews, and achieve career growth.