Use of job-led approaches for making job analysis has significantly brought in reduction in changes in the work place. The HR managers have begun to focus on individual-oriented approaches, like behaviour-event interviews and critical incident reporting, to find the skill sets and behaviours required to perform a particular job. Such occupational needs are termed as competencies. Therefore, a competency is referred to as the core characteristic of an individual leading to effective performance. Common characteristics of competency include motives, traits, knowledge, self-concept and skills. However, there can be hurdles one can face in evaluating hidden competencies. Some HR theorists and managers prefer to focus on establishing universal performance standards in terms of outputs. Such approach is also known as the standards approach that focuses on minimum standards of performance.
The Behavioural Event Interview: The Behavioural Event Interview involves developing critical incident reporting and hence, the job details, what the job holder perceives and anticipates achieving in the job. It further identifies the competences required to perform the job efficiently.
Nevertheless, competency profiling is often perceived to be only focused on technical competencies of the past and that it assumes rationality.