Three Orientations Of Talent Assessment Results

　 First, personal orientation analysis.

Personal orientation analysis is based on the analysis of the evaluation results of specific evaluation objects. Analyzing individual subjects is the most basic function of talent assessment. personnel assessment The results of the personal orientation analysis can be carried out in the following three aspects:

First person characteristic analysis. Personal characteristics refer to the characteristics of one or more aspects of the subjects surveyed by the talent assessment. It may be the personality psychological characteristics of the subjects, such as temperament, personality traits and ability characteristics. It may also be the leader's way of leadership, such as democratic, laissez faire and autocratic leadership. By analyzing the absolute value of the personal characteristic index of the subjects, we can analyze their strengths and weaknesses by comparing the indicators (such as intelligence) and norm of the subjects, so as to provide basis for personnel decision making.

Second, analysis of changes in personal characteristics. According to the difference in stability and variation between the judges in the past personnel assessment, we can analyze their personality characteristics and the law of development and change. On the one hand, the stable characteristics of the subjects in the repeated evaluations can reflect the personality characteristics of the employees more accurately, and can be used as an important basis for personnel selection. On the other hand, due to job adaptation, training and further training, employees will improve significantly in terms of technical proficiency and professionalism. Meanwhile, due to job burnout and management conflicts, employees will have a decrease in their work attitude and team spirit. Therefore, through the analysis of the changes in the results of staff evaluations, we can find out the causes of employees' change and find ways to solve them.

Third. Matching analysis of personal characteristics and job characteristics. A comparative analysis of the personality characteristics of the subjects and the quality characteristics of the staff can find the matching degree between the personal characteristics and job characteristics of the subjects. On the one hand, the inherent potential of the subjects can be developed. Look for ways to stimulate their work enthusiasm, analyze their expected help in the process of growth and development, and provide conditions for them to be provided; on the other hand, they need to help them. It is also possible to make suggestions for improving the individual performance of subjects by matching the characteristics of the subjects and job demands.

　　 Two, group oriented analysis

　　 Group oriented The analysis is based on the analysis of the overall outcome of all subjects.

In talent assessment, the analysis of indicators is meaningful only after referring to the general condition of the group. Therefore, the results of the tested population are analyzed. It is an important part of the analysis of talent assessment results. Group oriented analysis can be conducted from two aspects:

General statistical indicators for the first group. General statistical indicators include the average scores, the highest and lowest scores of all assessor in various evaluation items, the ranking of all the assessor's overall performance and the ranking of all the indicators of the assessor. These indicators can reflect the relative position of a certain indicator or the total score of his subjects in his unit and the difference between the total score and the average level of the group. According to this index, people can be divided into excellent, good, qualified and unqualified grades, so different incentive and communication strategies can be adopted.

Second. The rationality of group structure is analyzed. Group structure refers to the distribution of population members on some evaluation indicators. The rationality of group structure refers to within a group. In a certain index, the distribution of scores is scientific and complementary. For example, the temperament structure of a group should be extroverted, communicative, quick and not skilled. It is also necessary to have a more introverted character, a person who likes to think alone and work carefully, so as to make the members of the group more reasonable in temperament structure. The rationality of group structure analysis is the precondition for the optimization of group structure. It can help the Ministry of human resources take targeted measures, introduce personnel, adjust jobs and optimize group structure.

　　 Three, evaluation Orientation analysis

The evaluation oriented analysis is the analysis of the evaluation tool itself, which reflects the credibility and effectiveness of the evaluation tools. It is an important part of the result analysis.

First, the dispersion degree of each evaluation index is analyzed. The dispersion of evaluation index refers to the discreteness of scores on a certain indicator. Generally speaking, the higher the dispersion, the better the discriminant of the index. Discrimination refers to the ability of a certain indicator to distinguish employees at different levels. In the process of talent evaluation, if the dispersion of the evaluation index is too low, it shows that the result of the evaluation is very similar. Generally speaking, the evaluation index has no discernment and can not effectively distinguish the true level of the employee. If an enterprise carries out an evaluation on the index of self-study ability of employees, it is found that in the 10 point scale, the score of all employees is between 9.5 and 9.62, which can be regarded as a poor indicator and a dispensable indicator.

Second, correlation analysis of evaluation index. It includes the correlation degree between each evaluation index and the correlation degree between each evaluation index and the general evaluation result. The correlation analysis between the various indicators can find out the correlation between certain personality characteristics of employees, so as to provide basis for personnel selection. If there is a highly positive correlation between the high responsibility and the job performance of an enterprise, it strengthens the education of the staff's salary, and increases the weight of the appraisal quality in the recruitment of personnel. In addition, if we find that two or more indicators have similar or close results in talent assessment, we can simplify some indicators in the evaluation so as to improve the efficiency of evaluation. If an enterprise discovers that its employing ability and knowledge ability are basically the same in the leader's turbulence assessment, one of them can be removed in the next evaluation, so as to simplify the evaluation scale. The rationality of the index can be assessed by the correlation analysis between the evaluation index and the general evaluation result. Generally speaking, the indicators closely related to the overall evaluation result are more reasonable. The indicators which are not related to the results of the general assessment can be considered to be of little significance and should be deleted. The index with high correlation with the overall evaluation results can increase its weight in personnel decision making. If an enterprise finds that staff discipline is closely related to job performance in talent assessment. It can increase the weight of the index of discipline, so as to correctly guide employees to enhance organizational discipline.

Third, the reliability and validity of the rating scale were analyzed. The quality t of talent assessment is commonly used as a measure of reliability and validity. The reliability of talent assessment refers to the reliability of the results. That is, the assessment results reflect the reliability of the objects evaluated. Reliability assessment is usually done by retest and multi person evaluation. When analyzing the results of talent assessment, we can refer to the previous evaluation results and calculate the correlation coefficient with the results of the last assessment. Generally speaking, the greater the correlation, the higher the credibility. You can also use the multi person rating calculation method. That is to calculate the correlation of multiple assessors to a certain evaluation object. Then calculate the correlation between the results of each assessor, the higher the correlation, the greater the reliability.