In HR management, how does a skill differ from a competence?

In HR management, how does a skill differ from a competence?

• A. A skill is a general capability combining knowledge, behavior, and outcomes.
• B. A skill is a specific ability; competence is broader, integrating knowledge, behavior, and outcomes.
• C. Skill and competence are identical in HR practice.
• D. Competence refers only to technical expertise.

Answer: (B)

A skill is a specific ability to perform a task, like conducting an interview or analyzing a resume. Competence is broader: it combines the underlying knowledge, the behaviors you demonstrate, and the ability to achieve the right outcomes in a real work context. In HR, you might have the skill to run a structured interview, but your overall interviewing competence includes your knowledge of legal guidelines, your communication and judgment in the moment, and the quality of hires and decisions you produce. So the best choice is describing skill as a specific ability and competence as the broader integration of knowledge, behavior, and outcomes. The other ideas mix these concepts or limit competence to technical know-how.

A skill is a specific ability to perform a task, like conducting an interview or analyzing a resume. Competence is broader: it combines the underlying knowledge, the behaviors you demonstrate, and the ability to achieve the right outcomes in a real work context. In HR, you might have the skill to run a structured interview, but your overall interviewing competence includes your knowledge of legal guidelines, your communication and judgment in the moment, and the quality of hires and decisions you produce. So the best choice is describing skill as a specific ability and competence as the broader integration of knowledge, behavior, and outcomes. The other ideas mix these concepts or limit competence to technical know-how.