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Generic task or a function. The ability to put skills, knowledge and attitudes into practice in order to perform activities or a job in an effective and efficient manner within an occupation or job position to identified standards.




Competency is the part of an individual's knowledge, skills and attitudes (KSAs) which can be observed and evaluated. It represents a HRM based view on managing knowledge embedded in individuals and is closely related to qualification of individuals. Competency can be defined as groups of related KSAs needed by a person to perform a particular job [1]. Fig 1 depicts an iceberg model of competency. Self-concept, values, personality are under the surface and not directly observable, but they affect professional behaviour and performance [3].

The concept of competency is often mixed with the related job-task [1]. When describing competencies, a difference should be made between the required task and the competencies which allow a person to perform the task to a standard. These competencies may include knowledge and skills which are not directly connected to the specific task. For example to perform a maintenance task a person usually needs to understand the safety relevance of the task.

Fig 1: Competency, Ref [3]

Competency management

Development of competency


On-job training


Evaluation of competency



Competency model

Competency map

Competency loss risk assessment


[1]Training the staff of the regulatory body for nuclear facilities: A competency framework, IAEA-TECDOC-1254, 2001,

[2]Competency Assessments for Nuclear Industry Personnel, IAEA, 2006,

[3] Choi, Young-Joon,Plans for Competency-Based Human Resources Management in KINS, In International Conference on Human Resource Development for Nuclear Power Programmes: Building and Sustaining Capacity Strategies for Education and Training, Networking and Knowledge Management, IAEA CN‐215, 2014, pp. 59-62.

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