What is Competence

The ability to action something successfully or efficiently. Also loosely referred to as 'skills'.

Having control of what is going around in the nearby.

The ability to apply knowledge, skills, successfully act on the basis of practical experience in solving problems of a general kind, also in a certain broad field.

Competence can be either individual one that focuses on the personal and cognitive traits of so-called competent managers or employees in relation to their job performance, or organizational one that focuses on corporation wide strategic competence and collective practices. It can also be a comprehensive one that integrates both individual and organizational strategic competences together.

The ability to solve problems in unforeseeable contexts using knowledge and other resources.

Set of affective, intellectual, psychological, sensorial and motor behaviors that allow a person to carry out a task.

The ability to perform or to fulfil a task effectively using training, knowledge, skills, and experience.

The ability to do something well.

Adequacy; possession of required skill, knowledge, qualification, or capacity to do something.

Measurable knowledge, skills, and attitudes the learner should possess to be successful in the career. They are commonly used in medical education and vocational education.

Refers to the capacity of individuals/ employees to act in a wide variety of situations. It’s their education, skills, experience, energy and their attitudes that will make or break the relationships with the customers and the products or services that are provided.

Combination of skills, attitudes, and knowledge developed over a long period of time that allows to act accordingly in different situation depending on the different circumstances involved.

The ability that people have to solve the situations that may arise and that in turn contribute to the development of their intelligences.

Competence is the demonstrated ability to apply knowledge and/or skills, and, where relevant, demonstrated personal attributes

The combination of knowledge, skills and attitudes which allow to perform a particular activity.

Employees' belief in performing their duties competently.

An educational and psychological construct combining values, knowledge, skills and attitudes which can be operationalized in complex situations or specific contexts for appropriate action. See also Attitude .

A combination of knowledge, skills, and attitudes in various life situations.

Refers to the capacity of individuals/ employees to act in a wide variety of situations. It’s their education, skills, experience, energy and their attitudes that will make or break the relationships with the customers and the products or services that are provided.

It is defined as the ability of an individual to do a job in an effective manner. It is a set of defined protocols that enables the identification, evaluation, and development of the behaviors of an individual employee that ultimately results in the employees’ performance.

Is the ability of an individual to do a job properly. A competency is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees. Some scholars see “competence” as a combination of practical and theoretical knowledge, cognitive skills, behavior and values used to improve performance; or as the state or quality of being adequately or well qualified, having the ability to perform a specific role.

The feeling of effectiveness and mastery in doing an action (e.g., speaking in an L2).

DeSeCo defines a competence as the ability to successfully meet complex demands in a particular context. Competent performance or effective action implies the mobilization of knowledge, cognitive and practical skills, as well as social and behavior components such as attitudes, emotions, and values and motivations. EU defines competences as a combination of knowledge, skills and attitudes appropriate to the context.

The conceptualization of gaining mastery over facets in one’s life – self-efficacy and self-worth.

A generic or specific skill, attribute or knowledge acquired in the learning process.

An approach that for achievement of high results an employee must demonstrate labor behavior, which is possible if certain individually-psychological qualities or their complementary sets, which in this case is not crucial, because the assignment of an employee to the success or lack of success made only on demonstrated behavior. It is related to employment concept that says the professionalism on the sphere, in which the worker is competent. It is relative to the individual concept, which says about aspects of the behavior necessary for competent performance.

Within the TARGET project, a competence is defined as a specific, definable and measurable knowledge, skill, ability and/or other deployment-related characteristic (e.g. attitude, behavior, physical ability) which a human resource may possess and which is necessary for the performance of an activity within a work context. An overview of definitions of competences is available in Sampson and Fytros (2008).

The Oxford Concise Dictionary defines competence as “the ability to do something successfully or efficiently” ( Stevenson & Waite, 2011 , p. 1682). However, there are different definitions for competences, mainly because it has been suggested that one broad definition is not suitable for all professions, but they all include the three basic elements: knowledge, skills and attitudes ( Innes, Leboeuf-Yde & Walker, 2016 ).

An evidence based belief in a performer’s capacity to perform at or above a given competency standard within a performance domain.

Term competence should be understood in the context of the combination of knowledge, tasks, skills and attitudes that compose ability and are required to do and complete tasks or (social) aims successfully.

This is an internalised observable skill displayed by a person who has mastered a way of doing something in a particular area.

It is the ability to do something successfully or efficiently.

Knowledge, habits, skills, responsibility, attitudes, values, quality, efficiency, effectiveness, relevance, excellence, actions to achieve satisfaction in rendering services, inclusion of knowledge, skills and attitudes to respond successfully to specific situations. It is also acting in a competent way, having managerial abilities to solve problems, taking charge of scientific and technological advances to use them properly. In addition, it includes moving the motivation and affective component of personality or as unique interests.

The ability to apply one’s knowledge and experience in specific contexts calling for action.

Refers to the capacity to successfully respond to individual, and societal, solicitations or to successfully perform a task or activity, requiring the mobilization of knowledge (both implicitly and explicitly), abilities, attitudes, emotions, and values.

Refers to the capacity of individuals/ employees to act in a wide variety of situations. It’s their education, skills, experience, energy and their attitudes that will make or break the relationships with the customers and the products or services that are provided.

The ability of a person to perform efficiently and effectively in a situation or job using a combination of skills, attitude and knowledge.

A measure of perceived level of ability by faculty in the use of electronic technologies often associated with distance education ( Jones, Lindner, Murphy, & Dooley, 2002 ).

the knowledge, attitudes, and skills required of a particular role or activity

Refers to the ability of a learner to do something successfully or efficiently.

The proven ability to use knowledge, skills and personal, social and/or methodological abilities, in work or study situations and in professional and personal development. In the context of this work, competence is described in terms of responsibility and autonomy.

1) a functional characteristic of a specialist, reflecting its correspondence to the circle of duties and authorities, the formation of skills and skills for performing an activity, 2) the ability of a specialist to perform successfully tasks of a different nature in a given field based on available knowledge, skills, skills and experience.

According to UQF (2012 :50), “competence means the proven ability to use knowledge, skills and personal, social abilities in work or study situations and in professional and personal development. In the context of the TQF, competence is described in terms of responsibility and autonomy”.

The capability to perform a work defined in the work breakdown structure.

Competence is the mastery of subject matter, knowledge of, and about, the English language, and the ability to transmit these communicatively to learners.

refers to a combination of knowledge, skills and attitudes. ‘Key competence’ defines competences necessary for all. It thus includes basic skills, but goes beyond them.

“The state of having the knowledge, judgment, skills, energy, experience and motivation required to respond adequately” (McCanceet al., 1999, p. 1391).

It is the possession of a specific competence (i.e., knowledge and experience of their own activity), allowing to make objective judgments and to make the correct decisions.

Capacity that the person has in the being, knowing and knowing how to do in real situations, facing a new task, to solve problems, make decisions and develop projects, from an entrepreneurial and managerial vision.

Refers to the capacity of individuals/employees to act in a wide variety of situations. It consists of education, skills, experience, energy and their attitudes that will make or mar relationships with the customers and the products or services they provide.

A set of related knowledge, skills and attitudes that correlates with one’s performance on the job.

The ability to do something well and according to professional standards.

Refers to the capacity of individuals/employees to act in a wide variety of situations. It is their education, skills, experience, energy, and attitudes.

Obtaining information regarding a specific phenomenon.

It is the ability to use knowledge, skills, to be successful in solving general problems in exact wide area.

Refers to the capacity of individuals/ employees to act in a wide variety of situations. It refers to education, skills, experience, energy and attitudes that an individual possesses.

In contrast to the term competency , which refers to a specific and quite narrowly defined set of capabilities needed e.g., to perform a certain task, the term competence refers to a more holistic concept, “A fundamental disposition that enables an individual to act appropriately and ethically correctly (= adequately) in the situation.” ( Sloane & Dilger, 2005 ) They are the precondition to acting creatively and self-organized in open, complex, dynamic, and sometimes even chaotic situations ( Erpenbeck & Sauter, 2013 , p. 32).

The scope of a persons knowledge.

Is performance-based and includes knowledge, skills, traits, motives, self-image and social role that can be improved with experience and/or training. Knowledge is the understanding of some concept (e.g. to comprehend that IT projects face risks requiring risk management techniques). A skill is the ability to complete a task (e.g. determine the critical path through a logic network). A trait is a characteristic way in which a person responds to a set of stimuli [8]. People who believe they have control over their future have the efficacy trait. In projects, when these people encounter a problem, they take the initiative to discover solutions. They do not wait for someone else to fix the problem or expect luck to take care of it. Motives drive people’s behavior [8]. For example, people who are motivated to improve or compete against a standard have the achievement motive. When people with a high achievement motive are given measurable objectives in the project setting, they are more likely to work to achieve the objectives. Self-image refers to a person’s perception of himself or herself. A positive self-image of one’s capability will likely help a person work on a novel project even though the person has not previously performed the assigned tasks. Finally, social role is a person’s perception of the social norms and behaviors that are acceptable to the group or organizations to which he or she belongs. Professionalism, punctuality for meetings, and preparedness are all behaviors that may be important norms of a particular project team. Competence is performance-based because one needs to use a combination of knowledge, skills, traits, motives, self-image and social role to achieve the desired result. One is not considered competent if they have the necessary knowledge, skills, traits, motives, self-image and social role but do not use them.

represent a dynamic combination of attributes with respect to knowledge, attitude and skill.

An ability to complete tasks.

The appearance of ‘competence’ concept is very common in the business world. In this chapter it expresses the job-related activities capability of an individual, group and organization as a whole.

Very important concept in translation pedagogy that refers to the skills and knowledge that a translator must develop during his or her training to be able to subsequently succeed in the translation market.

A cluster of related abilities, knowledge, responsibilities, and skills that allow an individual to efficaciously function at a workplace or position.

A sum of knowledge, skills, and attitudes manifested in an underlying characteristic of a person, which results in an effective actions and/or superior performance in a job.

Set of skills and attitudes to achieve in an individual.

Refers to the capacity of individuals/ employees to act in a wide variety of situations. It is their education, skills, experience, energy, and attitudes.

Knowledge, skills, and abilities as well as personal attributes and motivational factors for higher performance workers.

Competence is a special form of knowledge in the sense of action-enabling knowledge.

In relation to medical laboratory it is the capacity to execute activities according to well defined procedures resulting in testing results that are timely and accurate.

It is the ability of using the other three abilities (Responsiveness, Flexibility, and Speed) of organizational agility.

Ability that the person has in being, knowing and knowing how to do in real situations, before a new task, to solve problems, make decisions and develop projects, from an entrepreneurial and managerial vision.

A set of all knowledge forms and personal abilities that are required for performing tasks (Bjurklo & Kardemark, 1998).

Ability to use of the most varied resources, in a creative and innovative way, in order to face certain situations. It is not simply a set of rules learned but it involves mobilizing knowledge to give effective responses and new problems.

Basically competence is defined as a situation and context appropriate ability to act ( Döös, 2007 ). We suggest that competence is based on three main premises: a) it is an emergent task-related quality of an individual, team or network of interacting people; b) there is openness to the boundaries of competence (both within and beyond the formal organisation structure); and c) diversity in crucial competence is spread out and circulate across the many, not the few.

The combination of knowledge, skills (intellectual, manual, social...), attitudes and values that will enable the graduate to successfully tackle the problem solving or intervention in an issue in an academic, professional or social context ( MEC 2006 ).

A set of knowledge, skills, and attitudes for performing a task.

Refers to the ability to do something. Competence demonstrates the ability to apply learnt knowledge ( Epstein & Hundert, 2002 ).

The concepts of resource and competence have been discussed in the literature, and a wide range of definitions can be found. This article follows the definitions used by Peppard and Ward (2004). Thus, resources are viewed as stocks of available factors that are owned by the firm; these include the IT knowledge and IT skills of staff, as well as IT hardware and software. Competences can be viewed as abilities, and typically reflect combinations of both skills and technologies. For example, an SME may possess the ability to integrate IT plans with business plans, or the ability to customise an information system.

Refers to different brands of the same product and with a certain ease of substitution, where a high level of competition is observed.

Aptitude or capacity to develop a task, activity, or project.

A person’s own belief in their ability to perform a task formed from past experiences and feedback from more knowledgeable others.

A cluster of related abilities, commitments, knowledge, and skills that enable a person (or an organization) to act effectively in a job or situation. Competence indicates sufficiency of knowledge and skills that enable someone to act in a wide variety of situations. Because each level of responsibility has its own requirements, competence can occur in any period of a person's life or at any stage of his or her career.

A comprehensive description of capability that includes knowledge, skills and abilities and sometimes behaviors. It usually denotes as KSA or KSAO.

The ability to do something.

A set of knowledge, skill, and attitudes with the corresponding proficiency level that can be applied in a context.

Refers to the capacity of individuals/ employees to act in a wide variety of situations. It refers to education, skills, experience, energy and attitudes that an individual possesses.

An ability to sustain the coordinated deployment of assets in a way that helps a firm to achieve its goals (ability here is used in the ordinary language meaning “of a power to do something”; Sanchez, Heene, & Thomas, 1996).

A tool that expresses knowledge, skills, personal characteristics and behaviors needed to realize organizational role effectively and to meet strategic goals.

Capacity that the person has in the being, knowing and knowing how to do in real situations, before a new task, to solve problems, make decisions and develop projects, from an entrepreneurial and managerial vision.

Individual characteristics that enable a person to perform an activity. Actions are carried out seeking to do with excellence.

A holistic construct defined as the state or quality of being adequately or well-qualified. Competence results from and rests on the acquisition of a specific set of competencies.

It is a set of attitudes, skills, abilities, and knowledge that are acquired by the individual throughout life.

Know how in specific situations that require applying knowledge, abilities and attitudes in a creative, flexible and responsible way.

A psychological need fundamental to intrinsic motivation that involves feeling effective and capable of achieving desired outcomes.

Ability to meet complex demands by drawing on and mobilizing psychosocial resources (including skills and attitudes) in a particular context.

Is the ability to blend their knowledge, attitudes and skills in performing a task or function.

Aptitude or capacity to develop a task, activity, or project.

A set of related knowledge, skills, abilities and commitments that enable a person to be successful and efficient in doing a certain job.

A combination of knowledge, skills, and attitudes in various life situations.

Potential activity, which includes knowledge, skills, experience (the instrumental basis of activity), as well as goals, motivation, the value basis of activity.

Particular qualities that the recruiters of a company have established as desirable for employees to possess. They correspond to a proven ability to effectively use knowledge, skills and personal attitudes in work or learning situations, and in professional and personal development.

Feeling sufficiently capable to complete a task.