The skills, knowledge, and experience of an individual or group and that value to an organization

20.

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. Learn more in: Outlining the Value of Cognitive Studies in Increasing the Strategic Management within Organizations

25.

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. Learn more in: Professional Training for Structural Economic Transformations Based on Competence Approach in the Digital Age

26.

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). Learn more in: Serious Gaming Supporting Competence Development in Sustainable Manufacturing

27.

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 ). Learn more in: Applied Competences for Students by Using M-Learning Devices in Higher Education: Knowledge, Skills, and Attitudes

32.

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. Learn more in: Quality Assessment of Higher Education in Latin American University: A Case Study

56.

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. Learn more in: The Progression Towards Project Management Competence

73.

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. Learn more in: Uncover the Hidden Relationships of Work: A Visualisation Tool to Support Informed Change Decisions

74.

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 ). Learn more in: Importance of Information Literacy

77.

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. Learn more in: IT Management in Small and Medium-Sized Enterprises

81.

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. Learn more in: Company Internships: Filling the Gap Between University Training and Business Reality

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