Knowledge, skills and abilities – three words we regularly hear being used interchangeably, but what’s the difference between them? Put simply, to have the knowledge to do something means you know how to do it. For example, most people know how to cut hair, but do they have the skill and ability to do it properly?
Knowledge in its broadest term is an understanding of something, rather than having the practical skills to carry it out. You can have the knowledge to do something without meaning you can do it, even if you understand what is required and what should happen. It’s easy to distinguish between knowledge and skill and ability, but the latter are much harder to differentiate.
Put simply, abilities are what we are naturally able to do, while skills are learned behaviours. So, going back to our hairdresser example, while anyone may have the ability to keep a steady hand or cut a straight line, the skills to performing the task will be learned on hairdressing course.
Through combining abilities and knowledge, skills can be developed and improved over time, but in order for the skill to be developed, the underlying ability is necessary.
Similarly, abilities can be improved to a certain extent. For example, running is an ability, but the ability can be improved from having strong leg muscles, which are developed through regular exercise. Therefore, ability and knowledge can be combined to create skills that can be used.
For an employer, understanding the difference between knowledge, skills and abilities can help small businesses to support the development of their employees. When an employee is looking to develop, it’s vital that areas that need improving are highlighted.
Further training can be provided for employees who are lacking knowledge, and books can be read or research carried out. Technical training may be required if skills are lacking, to improve knowledge in a more practical context.
If ability is lacking, training proves to be much harder. Abilities are typically innate. However, a good employer should have the required skill set to identify an employee’s abilities and therefore be able to provide the correct opportunities for them to be utilised and developed, even if it is a longer and more complicated process.
Knowledge, skills and abilities are vital to an employer when hiring someone new. Someone with a theoretical understanding and the skills (or qualifications) to show that they’ve put that knowledge to practical use is needed. An interviewer can look to qualifications as proof of a skill. Interview questions can be asked to determine the level of knowledge. As abilities are harder to quantify and demonstrate during an interview, they shouldn’t be as much a cause for concern during the interview and hiring process but should be an important consideration for future career development.