What are the similarities and differences between job analysis and competency models?

On
one hand, some theorists and practicioners incorporate job analysis
and competency modeling into a functional pair when discussing or
performing job assessments for a business or corporation. On the other hand, href="https://www.oxfordhandbooks.com/view/10.1093/oxfordhb/9780199234738.001.0001/oxfordhb-9780199234738-e-7">some
theorists state that job analysis is redundant of the
more contemporary competency modeling and is therefore out-moded or
even "dead."

In the first case (functional
pair), job analysis is seen as
the information gathering phase of job assessment during which either (1) worker/person-oriented
job analysis or (2) work/task-oriented job analysis is undertaken to determine (1a) the personal
attributes needed to complete the job (often called job specifications),
e.g., motives, personality, values, interests, or to determine (2a) what gets done (e.g.,
packing cans; keeping accounts) and how the job is done (e.g., machinery, forklift; analyze
data, graphs showing data analysis) (often called job description).
Competency modeling is
different from job analysis because it follows job analysis
and...