What is ‘ability’ and what ‘skill’? Is ‘capability’ different than ‘capacity’? How do they work together?
There has been for long considerable confusion and disagreement among human resource scientists and practitioners about the real meaning and use of these terms.
Here is an example that can help.
“While he’s got certain ABILITIES (note: natural, inherited) for leading, he doesn’t have the required SKILLS (note: learned) that make him capable (note: CAPABILITY, either there is or there isn’t, no, low or high) to lead the department with adequate leadership CAPACITY (i.e. a sum of/quantity or volume of abilities and skills).”
The example demonstrates that you can develop the professional capacity of your employees by developing their abilities and skills to make them capable of the job.
Professional Capacity = Abilities + Skills
‘Ability’ refers to the innate or acquired aptitude or talent to perform a particular task or activity. It can be seen as a natural or inherent talent that a person possesses. For example, someone may have the ability to play a musical instrument or to solve complex mathematical problems.
‘Skill’, on the other hand, refers to the practical application of knowledge or ability to accomplish a specific task or job. It can be learned through training, practice, and experience. For example, a person may have the ability to play the piano, but they need to develop the skill to play a specific song.
‘Capability’ and ‘capacity’ are often used interchangeably, but they have different meanings. ‘Capability’ refers to the ability or power to do something, while ‘capacity’ refers to the maximum amount that something can hold or contain. For example, a person may have the capability to lift a certain weight, but their capacity to do so may be limited by physical factors such as strength or endurance.
In the context of human resources, the ability and skill of employees are important factors in determining their potential for job performance. A person with high ability and skill levels is likely to perform well in a given role. However, their capability and capacity to perform may also be affected by factors such as workload, resources, and support from management and colleagues.
In summary, ability and skill are different concepts, but both are important for job performance. Capability and capacity are also important factors that affect an individual’s ability to perform tasks effectively. All of these factors work together to determine an individual’s potential for success in a given role.
Your business is constantly challenged to maximise the capabilities and to increase the capacity to create higher output and value even when the circumstances are not much favourable.
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If you have ambitious goals and are aware that the company does not have the required capacity to accomplish them, is not it time to stop wasting time, money and opportunities?
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