Starting with the basic concepts and theories of talent quality evaluation, this paper introduces in detail the popular evaluation methods and contents of modern enterprises and institutions, and puts forward some views on the application of talent evaluation technology in human resource management and development and how to understand it.
key word
Talent quality evaluation; Position threshold; Human resource management tools
The role and position of human resources in knowledge economy determines that the management and development of human resources play a key role in modern organizational management. With the increasingly fierce competition for talents, enterprises adopt various methods to recruit, assess, train and motivate talents. Most managers expect to abandon inefficient traditional personnel management methods and apply new human resource management and development tools. In order to establish a scientific and reasonable employment concept and mechanism, more and more enterprises have introduced talent quality assessment. On the basis of understanding and trusting the reliability and validity of talent evaluation, enterprises objectively and fairly evaluate the quality of relevant personnel, so as to improve the overall human resources integration ability of the organization and maintain the survival and sustainable development of enterprises.
First, the basic concept of talent quality evaluation
Talent quality evaluation technology is a scientific and comprehensive talent selection method system based on psychology, behavior, management and computer technology. It comprehensively measures and evaluates the quality of personnel from the aspects of knowledge level, ability, personality characteristics, career orientation and development potential, and provides services for personnel recruitment, employment, promotion and training.
It includes two meanings: measurement and evaluation. Here, "measurement" includes listening, watching, observing, visiting and investigating. It is a specific information-gathering activity to understand and judge some qualities of the tested by means of scientific measurement and evaluation tools. The "evaluation" here includes comments, evaluations and evaluations. It is more about the evaluation of the quality, quantity and value of moral representation information of an evaluation index system, but it also includes the direct analysis and comment on the quality of the evaluated person. [ 1]
Second, the theoretical analysis of talent quality evaluation
(A) the principle of staffing
In terms of staffing, we must ensure that every incumbent reaches the threshold level of job requirements. When the quality of the incumbent is consistent with the job requirements, we can maintain personnel coordination and ensure the best performance. Otherwise, internal friction will occur. When the quality is higher than the job requirements, the quality will fade. The distribution of people and things, neither people "above" things, nor things "above" people, should be appropriate. In order to maintain the relevance of personnel, it is necessary to evaluate the quality of talents.
(B) individual quality differences
Any person, because of the different growth and working environment, different physiological characteristics and genetic quality, different education level and formed quality, has different personality qualities. It is the existence of individual differences that makes the evaluation of personnel quality very meaningful.
Cognitive theory
Personnel quality evaluation is actually a special cognitive process. In this process, the evaluation subject understands the quality of job seekers from the perspective of human resource allocation and management with the help of some scientific means. In the process of long-term understanding, people have accumulated rich experience in understanding quality. There were "eight views and six tests" in the pre-Qin period. Confucius put forward the methods of "observing classics", "observing classics" and "inspecting safety", and Zhuge Liang had the method of "seven views". Modern people have invented a series of quality evaluation scales and methods. It can be seen that epistemology and cognitive psychology in philosophy provide a theoretical basis for the possibility of personnel quality evaluation, while the exploration of personnel allocation and its evaluation provides a practical basis.
Development and improvement
Some people think that the purpose of personnel quality evaluation is to divide all job seekers into three grades. In fact, this is only a superficial understanding. It is inevitable to distinguish people with different qualities in personnel quality evaluation, but this is not the ultimate goal of personnel quality evaluation. The real purpose of quality evaluation is to serve the development of human resources, improve work performance or improve production quality, and cannot be evaluated for the sake of evaluation.
Behavioral management science inspires us that through quality evaluation, revealing individual differences, designing work and staffing according to the principle of conformity and complementarity of personality will greatly improve the effect of human resource management, and arranging work according to the development of ability and interest will greatly stimulate the enthusiasm and potential ability of employees.
Third, the method of talent quality evaluation.
psychological/ psychometric test
1. The definition of psychological test. Psychological test refers to a test method to test the intelligence level and personality characteristics of job seekers by applying relevant theories and methods of psychology and strictly controlling or creating certain situational conditions.
2. The principle of psychological test. The principles of psychological testing are: on the one hand, the tester should keep the privacy of the testee confidential, and the content of the test should be kept strictly confidential. Only with the consent of the testee can people who know their own situation know; On the other hand, before the psychological test, testers and assistants should receive strict psychological training, carefully design test plans and procedures, select appropriate test contents, methods and tools, and integrate the test. Each step has strict procedures to ensure that the same conditions are provided for each testee.
(2) Interview
1. Definition of interview. Interview is interview evaluation, also called expert interview, which is a test method that requires candidates to answer questions from examiners in oral language to understand candidates' psychological quality and potential ability. Interview is an important process of recruitment and selection.
2. The type of interview. Interviews can be classified according to their contents, purposes and methods. The most commonly used interview methods in the actual screening process are: (1) structured interview; (2) thesis defense.
(3) Evaluation center technology
1. Definition of assessment center technology. Evaluation center is a set of standardized evaluation activities centered on evaluating the quality of managers. It is an evaluation method, not a unit or a place. In this activity, there are many examiners' efforts to evaluate their own quality by various evaluation methods, and these efforts and activities are all carried out around a center.
2. The specific practices of the evaluation center. 12 people were divided into two groups, which were randomly combined according to the needs in the evaluation process; Six examiners evaluate the people in each combination respectively. The general steps are: observe the behaviors of the subjects, classify the recorded behaviors, grade each quality evaluation item, let the observation raters report the evaluation results, and the rest of the examiners record the relevant facts, factors and comprehensive scores in the report, and announce the evaluation results of each examiner to everyone, and discuss with the examiners and make other comments.
Fourth, strengthen and optimize the understanding and concept of talent quality evaluation.
The main basis of talent quality evaluation is that psychologists have found in a large number of examples that IQ level, EQ quality and ability structure are inevitably related to people's achievement opportunities. Therefore, modern talent evaluation plays an important role in human resource management with its unique foresight and is favored by evaluation users. For this purpose, the corresponding comprehensive quality test items for talents are set up. Human resource managers can make full use of this advantage to do all the work well and lay the foundation for the long-term planning of enterprises.
Talent quality evaluation, like any other tool, is only a human resource management tool and cannot replace the decision-making position of managers. Therefore, managers must learn to analyze and use the output information of the evaluation report when using the talent quality evaluation technology (the general evaluation institutions will evaluate and train the evaluation users), make clear which position is suitable for hiring which person, and truly "make the best use of people".
refer to
Xiao Zhengming. Quality Evaluation of Modern Personnel [M]. Beijing: Beijing Language Institute Press, 1995.
[2] Liu Wei, Liu. The latest practical manual for professional managers-human resources [M]. Beijing: China Yanshi Publishing House, 2005.