rmally occurs. Skills are described as programmatic involving a sequence of steps with each successive steps triggered by and following closely on the completion of proceeding one. Skillful performance is largely tacit knowledge. Here performer is not aware the details of performance. If he/she is asked to give full account of performance process, the performer finds it difficult if not impossible to articulate the account of performance. Thus differentiate between knowledge and skill and propose that knowledge is pre-requisite of skills.Woolliams (1999) defines competence as what is needed to be effective in a particular job.Skandia (1998) conceptualized competence as knowledge, will, and skill. Views it as a capacity an activity in interaction rather than as an object.Losey (1999) defined competency as a function of intelligence, education, experience, ethics, and interest. He has given his conceptualization in term of a equation:Competency =Intelligence + Education + Experience+ Ethics + Interest.According to Losey, to be competent in any trade or profession a person needs brain, study, and real world training. To be effective in the long run one must be ethical in practice and passion for the job.Ulrich (1998) defined competence as knowledge, skill or ability of employees relevant for organizational performance.Fletcher (1997) talks about organizational led framework of competencies. This framework defines competence on the basis of what does organization need for future success? It is business led, measurable and fiat for purpose. His model of competence includes skills, knowledge, behaviour, task management, environment, and customers.If we analyze various conceptualizations of competence, we find that one category infers existence of competence from level of efficient performance (i.e., Woodruffe 1992; Wooliams, 1999). The other category assesses competence from input indicators such as intelligence, education, abi...
