Introduction

One question we often get from clients is, “What is the difference in training and competency?” Many organizations confuse training with employees being competent. Training is a tool to achieve competency, but training does not mean someone is competent. In this article we will discuss the differences between training and competency and provide some guidance on how to achieve competency.

Training Versus Competency

Training is the action of teaching a person a particular skill or behavior. Competency is the ability of that person to do something successfully or efficiently. When we train an employee, we are attempting to teach the employee a particular skill or behavior. For example, if a machinist is trained on how to set up their machine, the machinist is being trained on that specific skill of setting the machine up. Another example, the same machinist may undergo a separate training session regarding wearing appropriate personal protective equipment (PPE), while machining. The goal of the two training sessions would be to teach the machinist a particular skill (setting up the machine) and the behavior of (wearing appropriate PPE). Does this mean the machinist is competent?

Competency would be the machinist’s ability to perform the skill or behavior successfully or efficiently. If after the training, the machinist can independently set up their machine successfully and efficiently, then they can be deemed competent. If the machinist is not able to set up the machine and wear the appropriate PPE, the machinist is not competent. So, how do we achieve competency?

How to Achieve Competency

The first step in achieving competency, is the organization must identify the skills or behaviors required for each position. This is done by establishing requirements, training methods and competency assessment criteria for each desired skill and behavior. The training can be provided internally through on-the job methods or by an external party. 

Next, a training curriculum and course must be designed to be inclusive of each desired skill or behavior.  It’s possible that one course could contain multiple skills and behaviors, but most likely this may be a catalog of training courses. Once the training course(s) is designed, it must be delivered in a method that’s effective for employees to learn and practice the skill or behavior.

Upon completion of the training, competency should be assessed through some type of competency testing. Competency testing should include the employee demonstrating their ability to perform the skill or behavior. When the employee can successfully and efficiently perform the skill or behavior, they have demonstrated a base level of competency. Actual competency will be demonstrated when the employee performs the skill or behavior repeatedly, successfully and efficiently over a period of time. Based upon their performance, the employee may need further coaching and mentoring in specific areas to reach full competency.

Conclusion

In conclusion, training and competency are different. Training is the action of teaching a person a particular skill or behavior. Competency is the ability to do something successfully or efficiently. Training is simply a tool to achieve to competency, but is not competency. Organizations must develop training courses that are inclusive of the desired skills or behaviors and provide the training to employees. After training, competency should be assessed to determine if employees are able to perform the skill or behavior successfully, efficiently, independently, and consistently. Only then can an employee be deemed competent. If your organizations needs assistance in developing training programs to improve  competency, please give us a call at 832-326-9796.

Author

Oscar Combs | Senior Consultant

Oscar Combs, Senior Consultant of The ISO 9001 Group, a management consulting, auditing and training firm based in Houston, Texas.  Oscar has over 27 years of experience working with management systems.  Oscar has worked with clients throughout North America, South America, Europe, The Middle East, Asia and Africa helping companies manage risk and improve their business operations.  Oscar holds an MBA from the University of Houston.  He is certified an IACET Management System Consultant and Lead Auditor. Oscar is also a Senior Member of the American Society for Quality and has served as the Programs Committee Chair for ASQ’s Houston Chapter 1405.