What is Job Competency?

Work ability, in human resource management, refers to a standardized set of requirements for a person to hold a position to determine whether he is competent. Ability usually refers to the strength a person can exert. Human abilities include instincts, potentials, talents, and skills, which directly affect the quality and efficiency of a person's work. Psychology has two explanations for improving work ability: one is what individuals can do now, and the other is what individuals can do in the future. The actual ability shown by individual behavior is called "achievement" by psychology, and the ability shown by learning or training or behavior is called "potential" by psychology.

Ability to work

This includes whether their knowledge, skills, and behaviors complement their work. In simple terms, working ability is whether a person has the right ability to hold a position.

Employees' working ability is closely related to their performance. Performance is external and capability is internal. In general, employees with higher work performance must have higher work capacity; employees with stronger work performance must also perform well in work performance.

Generally speaking, abilities include necessary knowledge, professional skills, general abilities, etc. Unlike competency assessment, assessing job competence is to assess the ability of employees to perform at work, assessing the ability displayed by employees during the work process, and determining how well their ability is performing according to standards or requirements. Jobs, abilities are big or small, strong or weak, and so on. At the same time, the assessment ability is not the absolute value of the assessment ability, but the fundamental point is the relative value of the speed and magnitude of the assessment ability improvement. Passing the assessment requires employees to quickly and significantly improve their capabilities on the basis of their original positions.