What is the difference between 'being competent' and 'being skilled'?

Competent: Having the necessary ability, knowledge, or skill to do something successfully.

Skilled: Having or showing the knowledge, ability, or training to perform a certain activity or task well.

Difference between skill and competence (or skilled and competent):

A major difference between skills and competencies is one of scope. Competencies are much broader than skills. Skills are specific to a task, while competencies incorporate a set of skills with abilities and knowledge. Skills are just one of three facets that make up a competency; the other two are knowledge and abilities.

Additionally, learning a new skill is typically quicker than learning a competency. You can learn a skill in a relatively short training class, however, a person develops competencies over time through practice and experience.

In business, competencies are the effective application of a combination of skills. Organizations create competencies by translating specific skills into on-the-job behaviors that demonstrate the ability to perform the job requirements successfully. Competencies are also used to define the requirements for success on the job in broader terms than skills do. (Reference: The Peak performance centre)

Difference between skill and competence:

Skills are the specific learned abilities that you need to perform a given job well. Examples, depending on the specific role, range from handling accounts and coding to welding or writing tenders. There is a distinction, however, to be made between hard skills and soft skills. Whereas a hard skill is a technical and quantifiable skill that a professional may demonstrate through their specific qualifications and professional experiences, a soft skill is a non-technical skill that is less rooted in specific vocations. An example of a hard skill, then, may be computer programming or proficiency in a foreign language, whereas a soft skill may be time management or verbal communication. Competencies, on the other hand, are the person’s knowledge and behaviours that lead them to be successful in a job. Examples of competencies, then, include the improvement of business processes, strategic planning and data-based decisions. Competencies effectively explain how an individual’s behaviours bring about the desired results in their role. As with skills, there are various types of competencies – including core competencies, which are those that any successful employee requires to rise through an organisation. In the words of marketer Aja Davis Isble, “…a core competency is something that is core to you and how you work – so it is something that could potentially set you apart from every other candidate.” (from Hays)