The following table summarizes each of the concepts, with descriptions, examples and some additional notes that will be helpful to understand where they fit within SAP SuccessFactors Career Development Planning.
Additionally, it's important to understand the difference between competencies and goals. Goals are specific, measurable objectives that people set for themselves or are set by others to achieve within a certain time frame. Goals describe what is to be accomplished, and typically include metrics and targets.
Competencies describe what is expected to perform the job, such as skills and attributes. Competencies are how someone performs the job.
The table below shows the differences between each concept, including examples and notes.
Differences between Skills, Competencies and Behaviors
| Concept | Description | Examples | Notes |
|---|---|---|---|
| Skills | Skills are specific, learned abilities that enable a person to perform a particular task effectively. |
| Skills can only be mapped to Job Roles with Job Profile Builder. With Talent Intelligence Hub, skills can be included and rated in the Career Worksheet and linked to Development Goals just like the competencies/behaviors. SAP SuccessFactors supports AI and machine learning capabilities to recommend Skills to employees based on their activities or extract Skills from job descriptions. |
| Competencies | Competencies are the combination of knowledge, skills, behaviors, and abilities that are required to successfully perform a job or task. They are broader and more encompassing than skills alone. Competencies describe what is expected to perform the job, such as skills and attributes. Competencies are how someone performs the job. |
| Competencies are mapped to Job Roles to be job-specific, through Job Profile Builder. Competencies are measured in the Career Worksheet and can be linked to Development Goals. |
| Behaviors | Behaviors are the actions and responses exhibited by individuals that are observable and can be influenced by one's environment, experiences, and attitudes. |
| Behaviors can be associated to competencies and included in the Career Worksheet. Behaviors can be used instead of competencies in Development Goals, and when this is configured only competencies that have behaviors are shown. |
Other important differences, as it relates to Skills vs Competencies:
Skills vs Competencies
| Skills | Competencies |
|---|---|
| People either know or don’t know skills. | People are either effective or not effective at competencies. |
| Over 1000 skills are needed to describe the jobs in most large organizations. | Fewer than 100 competencies can describe the jobs in most large organizations. |
| Skills change significantly as new ones are created and others become outdated. | Competencies are primarily developed as a result of on-the-job-learning. |
| Skills are developed through a mix of formal training, education, and experience. | Most people struggle to assess their own effectiveness with regard to competencies. |
Summary
- Goals describe what is to be accomplished, and typically include metrics and targets.
- Skills are specific, learned abilities that enable a person to perform a particular task effectively.
- Competencies describe what is expected to perform the job, such as skills and attributes. Competencies are how someone performs the job.
- Behaviors are the actions and responses exhibited by individuals that are observable and can be influenced by one's environment, experiences, and attitudes.