Proficiency vs Competency: What’s the Difference and Why Does it Matter?
In today’s fast-paced world, there are many terminologies that organizations use to describe employee skills. Two such terms are “proficiency” and “competency”. While these words are often used interchangeably, they have different meanings. In this article, we will explore the differences between proficiency and competency, why it matters, and how you can use it in your organization.
What is Proficiency?
Proficiency defines the level of expertise an employee has in a particular area. It measures the degree to which an employee is capable of performing a task or fulfilling a certain role at a given level of expertise. With proficiency, there is a specific level of knowledge or skill that an employee is expected to have in order to be considered proficient.
Proficiency, therefore, is a measurable attribute. It can be developed through training and experience, and it can be objectively assessed through testing or evaluation. For example, a programmer may be proficient in Python programming language, meaning they have a level of expertise that allows them to perform tasks using that language.
What is Competency?
Competency, on the other hand, is a broader concept that includes more than just technical knowledge or skill. It describes a holistic set of behaviors, attitudes, and abilities that an employee possesses to perform a role effectively. Competency comprises a range of qualities like communication, leadership, problem-solving, teamwork, adaptability, and so on.
Competencies are not task-specific but are aligned with the overall goals and values of the organization. They are typically outlined in a competency framework, which is a collection of behavioral, technical, and operational competencies required for a specific role or function.
Why does it Matter?
The difference between proficiency and competency matters because it impacts how you approach employee training, development, and evaluation. If proficiency is the only focus, then there’s a risk of overlooking the broader capabilities an employee needs to excel in a particular role. Competency, on the other hand, considers a holistic set of attributes, ensuring that employee evaluation and training programs are comprehensive rather than just technical.
It also matters when it comes to recruitment, retention, and performance management. Companies that recognize this difference can reap the benefits of effective talent management. Competency-based recruitment ensures that you hire the right employees, with not just the right skills and knowledge but also the right attitude, behavior, and values. Competency-based evaluation and training can help employees to identify areas of improvement, learn new skills, and develop a career pathway aligned with the organization’s mission and vision.
How to use it in your Organization
You can begin by developing a competency framework for each role or function. This framework should include a set of behavioral, technical, and operational competencies tailored to the specific role. Once you have identified these competencies, you can start assessing employee performance and training needs based on them.
It’s essential to have managers or supervisors who are trained to assess competencies, provide feedback, and identify development opportunities. Performance appraisals should be based on not just technical performance but also on overall competencies.
You can also use competency-based recruitment to ensure that you hire the right people for the right roles. This means assessing candidates based not just on technical knowledge but also on their behavioral and operational competencies.
In conclusion, proficiency and competency are two different but equally important concepts. While proficiency measures the technical expertise an employee has, competency encompasses a broader range of attributes required to perform successfully in a role. Understanding the difference between the two and how they can be used in your organization can lead to more effective talent management and better organizational performance.
