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BEI and CIT ??
Human Resources » Recruitment & Staffing


Chrm Message From: poojasharma Total Posts: 36 Join Date: 14/08/2006
Rank: Executive Post Date: 03/12/2007 08:36:23 Points: 180 Location: United States

Dear Colleagues,

May I know the difference between BEI & CIT ?

Thanks in advance

Pooja

 

Chrm Message From: proftandon Total Posts: 85 Join Date: 14/08/2006  
Rank: Manager Post Date: 03/12/2007 08:38:59 Points: 425 Location: United States

Dear Pooja,

Is it Behavioural Events Interview(BEI) & Critical Incidents Interview(CII),if so,even if the methodology may be diff'(even in BEI there are v.diff' methodologies)the objectives of both these interviews are "to cull out the competencies",emphasising on "non-suggestive probing".Through real 'behavioural events'or 'critcal incidents',using certain methodology,we find out both the "sucess driving factors" & "sucess constraining factors",that led the sucess,not so sucess or failure of performance deliverables of those events/incidents.in short,what were the behavioural traits that led to the sucess or lack of it that led to the failure.

Dr.Argyris Christ(Harvard Psychologist who was in Dr.Mcleland's team in early '70's,in the v.famous study on COMPETENCY for U.S State dept',report of which was published in '73,which defined the modern concept of competency)who masterminded BEI for culling out competencies had shown that "people's 'espoused theories of action'(what they say they do) bear no relation to'their theories in use'(what they actualy do).

The basic principle of this competency approach is "what people think or say about their motives or skill is not credible".Only what they actualy do,facing critical incidents,is to be believed.Purpose of BEI/CII is to get behind what people say,they do to find out what they realy did.His theory is that the behavioural traits that has gone in driving sucess is a v.clear indication that in similar circumstances the traits will defenitely lead him to sucess.

For details pl' ref:COMPETENCY AT WORK-Models for superior performance.

LYLE.M.SPENSER & SIGNE.M.SPENSER,published by John Wiley & Sons inc''93.pg' 114 to 134 is on BEI.You can be an expert on BEI by undergoing a week's trg' by Hay Mcber or similar consultants & practicing it often.But 1 day orientaion is enough to give an orientation on BEI to HR Mngr's & Line mgrs',including functional/ heads,who normaly participate in the interview panels.

Tail piece-In '98,after my trg' in BEI from Hay Mcber,i read an article in ET that BEI techniques are used by negotiaters in west,to discuss with terrorists, skyjackers, kidnapers etc to get them round in releasing the captives or victims.FBI of U.S has > 50 teams trained on these tech's,who can be summoned within a couple of hours,should there be an occasion to deal with such a situation.Sucess rates are realy good!

Prof Tandon

Chrm Message From: paru.pareek Total Posts: 15 Join Date: 14/08/2006  
Rank: Executive Post Date: 06/03/2009 21:54:35 Points: 75 Location: United States

Hi pooja,

Well if you do study the history of how Competencies were developed and the works of:

1. John Flanagan
2. Dave McClelland and
3. Richard Boyatzis.

You shall get a clearer picture. It is said that CIT was the foundation on which the Competency framework has been built and BEI were then developed to check on Competencies.

I guess if you need any more specific clarifications you may e-mail back, else studying the work of the above three greats should definitely provide you with insights enough to clarify your doubts.

Regards,