While research examining long-term changes in performance over time has not been entirely absent, the concept of dynamic criteria that systematically supports such research and enables its practical application in the field has yet to receive adequate recognition. In prior studies examining performance consistency, the relationship between intellectual ability-based assessments and performance was found to be valid for approximately up to five years, but for longer periods, additional preconditions were required or negative findings were reported. This paper focuses on the possibility of performance change over extended periods, reviews studies that have addressed both performance consistency and the potential for long-term performance change, and explains the causes of performance inconsistency in terms of three major factors: the changing task model, the changing subjects model, and situational factors. Next, the paper systematically presents research on the utility of dynamic criteria as a fundamental premise for understanding long-term performance change, and discusses the implications of these research findings for human resource management from the perspectives of selection, training and development, and the utilization of experienced personnel.