✨  Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️
✨  Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️

Register now

Live Webinar: Secrets to Building a Successful B2B2C Growth Flywheel
Save your spot now

The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

Visit Hr Glossaries

Core competencies are the unique capabilities and strengths that set a business apart from its competitors. These competencies encapsulate the collective knowledge, skills, and resources within an organization, enabling it to deliver value to customers and achieve sustainable growth.

What are core competencies?

Core competencies are the unique capabilities and strengths that set an individual, organization, or entity apart from others in the same field. They represent the collective knowledge, expertise, and resources that enable superior performance and competitive advantage.

What are core competencies in business?

Core competencies in business refer to the specific capabilities, skills, and resources that give a company a competitive edge in its industry. These could include technological expertise, efficient processes, strong customer relationships, or innovative product development.

What are the core competencies of a resume?

The core competencies on a resume typically refer to the key skills, abilities, and qualifications that make an individual well-suited for a particular job or role. These can vary depending on the field or position but often include communication, problem-solving, leadership, and technical proficiency.

What are the 3 basic competencies?

The three basic competencies often referred to are:

  • Technical competence: Skills and knowledge related to specific tasks or functions.
  • Interpersonal competence: Ability to effectively communicate, collaborate, and interact with others.
  • Conceptual competence: Capacity to think critically, analyze situations, and formulate strategic solutions.
Listen, recognize, award, and retain your employees with our Employee engagement software  

What is a core competency in a CV?

A core competency in a CV is a skill, attribute, or area of expertise that is central to the applicant's qualifications and suitability for the job. It highlights what the individual excels at and what makes them uniquely qualified.

What are the 13 core competencies?

The specific 13 core competencies can vary depending on the context. However, some commonly recognized ones include:

  • Leadership
  • Communication
  • Teamwork
  • Problem-solving
  • Adaptability
  • Innovation
  • Strategic thinking
  • Time management
  • Decision-making
  • Customer focus
  • Technical proficiency
  • Project management
  • Interpersonal skills.

What is a core competency example?

An example of a core competency could be Apple Inc.'s design excellence and innovation. This competency has been central to Apple's success, as evidenced by its iconic product designs and groundbreaking technology innovations, setting it apart from competitors in the technology industry.

Is core competence a skill?

Core competence is not merely a single skill but rather a combination of skills, knowledge, capabilities, and resources that contribute to a competitive advantage. It encompasses a broader range of attributes that enable superior performance and differentiation in a particular field or industry.

What is the importance of core competencies in business and organizational success?

Core competencies are pivotal in driving business success by serving as the foundation for competitive advantage, innovation, and long-term profitability. They help organizations navigate dynamic market landscapes, adapt to changing customer needs, and stay ahead of the curve in a rapidly evolving business environment.

What are the future trends in core competency development?

The future trends in core competency development are:

  • Emerging concepts and theories: Future trends in core competency development may include agile methodologies, digital transformation, and artificial intelligence.
  • Predictions for the evolution of core competencies in various industries: Different industries may experience varying trends in core competency development, influenced by market dynamics, technological advancements, and regulatory changes.
  • Implications for business strategy and organizational development: Understanding future trends in core competency development is crucial for shaping business strategy and organizational development initiatives to stay ahead of the competition and drive sustainable growth.

How to identify core competencies?

To identify the core competencies, you need theoretical application.

1. Key characteristics of core competencies

  • Relevance: Core competencies should directly contribute to the organization's strategic objectives and value proposition.
  • Uniqueness: They should be distinctive and difficult for competitors to imitate or replicate.
  • Durability: Core competencies should endure over time and remain relevant despite changes in the external environment.

2. Methods for identifying core competencies

  • SWOT Analysis identifies strengths that can be leveraged as core competencies while also identifying weaknesses that need to be addressed.
  • Resource-based view (RBV) analysis: This approach focuses on internal resources and capabilities that can be developed into core competencies.
  • Competency mapping: Systematically identifies and evaluates the skills, knowledge, and abilities required for specific organizational roles.

How do we develop core competencies?

To develop core competencies, you need to do the following:

1. Strategies for developing core competencies

  • Investment in human capital: Fostering a continuous learning and development culture to enhance employee skills and capabilities.
  • Research and development: Investing in innovation and technology to develop new products, services, and processes that differentiate the organization.
  • Strategic partnerships and alliances: Collaborating with external partners to access complementary resources and capabilities.

2. Challenges in developing core competencies: Core competencies require substantial time, resources, and effort. Organizations may face challenges such as resource constraints, resistance to change, and difficulty aligning core competencies with strategic objectives.

3. Best practices and lessons learned: Organizations can learn from best practices in core competency development, including the importance of leadership commitment, employee engagement, and fostering a culture of innovation and collaboration.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

How to manage and maintain core competencies?

To manage and maintain the core competencies, you need to do the following:

  • Importance of continuous improvement: Continuous improvement is essential for maintaining the relevance and effectiveness of core competencies in a dynamic business environment.
  • Monitoring and evaluating core competencies: Regular monitoring and evaluation of core competencies enable organizations to identify strengths, weaknesses, and opportunities for improvement.
  • Strategies for protecting core competencies: Protecting core competencies requires proactive measures such as intellectual property rights, talent retention strategies, and strategic partnerships to maintain a competitive edge.

Quick Links

Employee Engagement solutions

Recognised by market experts