First, the recognition function. It is the most direct function of talent evaluation, and appraisal refers to the appraisal and evaluation of people's psychological quality, ability quality, moral quality and work performance. Second, the prediction function. This means that by identifying and evaluating the current situation of talents, the development trend of talents' quality can be predicted and speculated. Third, the diagnostic function. Diagnosis refers to finding out the problems and deficiencies in the composition and development of subjects' quality through evaluation. Fourth, the guiding function. All talent evaluations are purposeful, and decisions should be made according to the evaluation results, such as whether to hire, promote and reward. Fifth, the incentive function. It refers to the diagnosis and feedback of the quality of talents, so that the main body can enhance the enterprising spirit and promote its further improvement. Sixth, the control function. It refers to taking the results of talent quality evaluation as the control basis for career access and employee flow, so as to achieve the expected goal of human resource management.

Second, the classification of talent assessment

1. Selective evaluation. The purpose is to distinguish and select outstanding talents, which is the most commonly used evaluation in human resource management. This kind of evaluation especially emphasizes the role of distinction, requiring objective process and accurate and reliable results. The school exams we are familiar with since childhood are also close to this evaluation, and the test scores reflect the learning effect to some extent.

2. Configuration evaluation. It aims at reasonable job matching and strives to make the best use of people. Practice has proved that the best use of human resources can be achieved when the abilities, interests and values of incumbents just meet the requirements of the position. The biggest feature of configuration evaluation is that it must be combined with professional requirements, and the evaluation standards of different positions are obviously different. We should not lower the standards because of personnel factors, and emphasize that it is better to be short than excessive.

3. Development assessment. It is aimed at the potential of developers, so this kind of evaluation report does not emphasize the distinction between good and bad, but emphasizes the discovery of personal advantages and disadvantages, especially the development potential. Development evaluation is often combined with clear development goals, such as hoping to improve the communication efficiency and quality of the team through evaluation.

4. Diagnostic evaluation. Diagnostic evaluation is used to understand the quality status or organize diagnosis. Diagnostic evaluation is characterized by comprehensive and meticulous. I hope to explore the root of the problem through the evaluation of the root cause. This evaluation does not necessarily disclose the results, but is mainly for managers' reference.

5. Appraisal and evaluation. Also called appraisal evaluation, the purpose is to identify and verify whether you have a certain quality, or the degree and level of this quality.

At present, the application of talent evaluation technology in the recruitment site has matured, which standardizes the talent selection process, helps to introduce suitable talents, has good results and enhances the external image of the enterprise; It is applied to the selection of talents, especially the selection of leading cadres and young talents, which improves the matching degree between abilities and positions, helps to put suitable talents in more suitable positions, and further taps the potential of personnel.