What is the difference between aptitudes and skills

These jobs have the same functions and qualifications and are graded the same throughout UMMS. A job description is a list of tasks, duties, and responsibilities of a job. A task-based analysis focuses on the duties of the job, as opposed to a competency-based analysis, which focuses on the specific knowledge and abilities an employee must have to perform the job. Defining Competency An easy definition of competency is that it is something you need to be able to do well in a specific job role.

In order to demonstrate competence, workers must be able to perform certain tasks or skills with a required level of proficiency.

A competency is broken down into specific skills or tasks. Some make good dancers while others cannot learn to dance smoothly and look as they are being made to dance because of their innate abilities or the lack of these abilities. Sports that require good hand and eye coordination are picked up easily by people having inherent quality of good coordination. On the other hand, there are people who are innately good at sports that require muscle power or endurance. Remember, skill can be acquired easily if the person has inborn ability required for a particular task.

Additionally, the person needs to learn the techniques needed to master the skill. Thus, ability is a must for a person to acquire a skill. However, history is replete with examples of disabled people acquiring skills through hard work and sheer determination. You have to decide how the shapes are related to each other and decide which of the six possibilities is the missing one. The implication was that an organization would have to conduct a separate validity study for each specific situation to insure accuracy in testing.

This proved to be difficult and costly, and resulted in a preponderance of small scale research. In such small samples, much of the variation in both test scores and performance measures can be due to idiosyncratic fluctuations in the data Ghiselli, ; Guion, ; Lubinski, These proponents of meta-analysis used statistics to pool the data across studies, thereby eliminating much of the impact of sampling bias.

Results of these studies supported the concept of validity generalization, eliminated much of the need to perform in-house validity studies, and provided evidence to support the application of commercially available selection tests validated on different populations.

These studies are used to provide evidence of effect sizes and demonstrate consistencies in validities across situations. They also find that graphology bears no positive or negative relationship with job performance. While these validity coefficients are robust based on sample sizes they still like all correlations need to be interpreted with care.

For example the coefficient is maximised by correcting for attenuation due to measurement error and restriction of range. The smoothest and surest means of developing skills lies in the intersection of aptitudes and interests: that set of activities for which an individual has both the raw native talent aptitude and the desire interests. In the absence of sufficient aptitude, even the strongest interest will be sufficient to move the individual forward only slowly in the acquisition of skill required for particular talent fields.

Interest may be enough to satisfy any individual within leisure activities, but most employers will become impatient with a worker who habitually takes longer than others to master key responsibilities-regardless of how interested the employee is.