Analysis Of Personality Assessment Categories In Talent Assessment

< p > physical and physiological phenomena can be measured and evaluated, which is well known by human resources.

Can personality be measured and evaluated? To answer this question, we must first understand what measurement is.

Measurement is comparison, and it can be identified by comparison.

We want to identify the length of something, then compare it with a ruler, and compare it with weights to identify the weight of something.

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< p >, similarly, < a href= "http://www.91se91.com/news/index_c.asp" > personality < /a > has also been widely used in comparison.

It can be seen that the process is the same regardless of physical measurement or psychological measurement.

As long as we can specify a certain characteristic or quality of the measured object, and can determine the measuring means, give specific rules, have certain measuring units and measuring methods, then, in theory, everything can be measured.

Therefore, personality is measurable, but the standard of comparison is not as easy to choose as physics.

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< p > things can be classified in different categories because of their different classification standards. So is personality measurement.

The classification standard of personality measurement is varied.

The following is an analysis of its species.

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< p > < strong > 1, according to the purpose of evaluation, < /strong > < /p >

< p > 1, intelligence measurement < /p >.

< p > to try out a more systematic test question and use numerical value to express < a href= "http://www.91se91.com/news/index_c.asp > > personal intelligence < /a > development level, so as to measure the general ability of people's memory, observation, imagination, judgement and so on.

In personnel management, there are corresponding intelligence requirements according to different occupations and positions.

For example, the value of intelligence measured in the occupation of teachers is in the 100-140 interval, that is, the intelligence score below 100 is not suitable for teachers.

At present, the commonly used intelligence measures abroad are Otis independent management psychological ability test, Wunderle J personnel test, Weissman personnel classification test and Weekes Adult Intelligence Scale.

The contents of various measurements are simplified and time varying. They should be chosen according to the positions and requirements of the tested subjects.

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< p > 2, personality measurement < /p >

< p > for the purpose of measuring personality.

A test involves a non intellectual personality factor that involves a person's mental state, emotion or behavior. It usually includes measurement of personality, emotional state, interpersonal relationship, motivation, interest and attitude.

The most commonly used methods of personality measurement are questionnaires, situational and projective methods.

At present, there are hundreds of personality measurement. However, due to the great differences in personality between personality psychologists in different countries, there is no consistent view.

Moreover, personality is dynamic, not static, and often changes with the situation.

Therefore, the measurement of personality should be combined and intercrossed with various methods.

Mutual complement and mutual verification can achieve better results.

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< p > 3, aptitude test < /p >

< p > aptitude test is a test of different level of ability of people and the ability to observe a certain profession or work in the future.

It includes social intelligence tendency test, special ability test and creativity test.

By grading the fluency, flexibility and uniqueness of the subjects' thinking, we can classify their abilities and determine their ability level.

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< p > < strong > two, according to material properties, < /strong > < /p >

< p > 1, text measurement < /p >.

< p > test items are expressed in words.

The answer is in words.

The subjects are required to have a certain culture.

Many groups of questionnaires, personal questionnaires and many other tests belong to this category.

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< p > 2, non literal measurement < /p >

< p > test items are made from symbols, pictures, instruments, models and other objects, and are expressed in a non-verbal way.

When answering, simply sign, instruct, or operate, without language or writing, and also to illiterate persons.

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< p > there are many tests which contain both written part and non literal part, such as Weekes's intelligence test, etc.

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< p > < strong > three, according to the measurement method, < /strong > < /p >.

< p > 1, questionnaires are mostly self-report forms, so they are also called self rating scales.

This usually adopts the method of text narration to list some questions or questions or a proposition.

There are several kinds of answers in the following, so that the subjects can choose, or the subjects can show a certain degree according to their own judgement in different evaluation levels. According to the scores assigned to different grades, the original data will be processed statistically and the results will be judged.

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< p > 2, projective measurement < /p >.

< p > projective method is characterized by an indirect way to understand people's attitude or inner world to something, usually using certain materials, such as vague human shape or ink map, or letting the subjects draw a picture of themselves or a scene for the subjects. The subjects should tell stories and so on, and the subjects reveal their thoughts, feelings and attitudes unconsciously when they are free to ask questions.

The projection method is generally smaller than the deviation from the original method. The reason is that the subjects do not know what to measure at all, so they can not hide or disguise their inner world.

For this reason, some people have given such a definition to projective method; projection technology is a tool which is especially sensitive to the unconscious or hidden content of behavior.

The famous projective methods include Murray's thematic apperception test and Rorschach's ink blot test.

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< p > < strong > four, < a href= > http://www.91se91.com/news/index_c.asp > measurement > /a > < /strong > /p >.

< p > 1, individual measurement < /p >

< p > a subject who tests a subject at the same time has the advantage of careful observation of the subjects and sufficient time to cooperate with the subjects. It can stimulate the subjects to do their best to make the test results more reliable.

Disadvantages are time consuming and complicated procedures.

In general, the need for face to face tests can be classified into individual measurement.

Individual measurement requires higher quality of the subjects. Generally, professional training is required.

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< p > 2, group survey < /p >

< p > a participant examined multiple subjects at the same time.

The difference between group measurement and individual measurement is that there is time constraint in the measurement, which requires all subjects to start at the same time.

Do not look at the measuring material while asking for the method. You can ask questions if you do not understand, but you can not ask questions after you have started measuring.

These are different from individual measurement.

In addition, group measurement materials can be carried out in an individual way, but individual measurement materials can not be carried out in a group way unless the method and material are changed to suit group measurement.

The advantage of group measurement is time saving and speed.

It is not necessary for the subjects to undergo strict professional training, so long as they have mastered the measurement level, method, matters needing attention and how to interpret the measurement results.

The disadvantage is that variable control is not strict, and the results are coarse.

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< p > when conducting personality assessment, we must select suitable materials for evaluation, otherwise it is difficult to achieve the desired purpose.

Generally, we can choose according to the following principles: < /p >

< p > (1) purpose of evaluation.

Any assessment has certain purpose.

For example, MMPI is a personality assessment, mainly to understand whether the personality is abnormal or abnormal. The Weekes Le memory scale is a comprehensive memory ability to assess adult memory, including instantaneous memory, recall, recognition and new association. Rorschach measurement is a projective test, which is mainly used for clinical diagnosis and measurement, and can also measure intelligence and personality.

Therefore, any assessment has its special purpose. When selecting, it must be identified and carefully chosen.

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< p > (2) the scope of application.

Each assessment has a certain scope of application, such as intelligence measurement, some for children, and some for adults, so the scope of application should be considered when choosing.

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< p > (3) evaluation standardization.

Generally speaking, standardized assessment is relatively reliable and can be selected. Standardized assessment must have the following conditions: < /p >

< p > first, there must be a fixed implementation method, a standard guide, a certain content, standard answers, and a unified scoring method.

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< p > Second, there must be a norm.

The norm is the comparative standard.

The norm is derived from sampling.

Sampling should be representative and the number should be larger. Their sex, land (urban, rural), family economic situation, cultural level, nationality and so on should be sampled according to China's national population ratio.

This kind of sampling has a good representativeness.

Through the sample did not comment, or left 75% samples to pass the project, or get the average score of all the subjects, the result is a norm.

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< p > (4) reliability (also known as reliability).

The selected material should be reliable.

The so-called reliability refers to the stability of the evaluation. Under the same conditions, the results of the two tests of the same subjects are consistent. It is said that the performance of the evaluation is stable and reliable.

If the two result is very relevant, it shows that the assessment is unstable and unreliable.

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< p > (5) validity (also called authenticity or validity).

This refers to whether the assessment is in line with the purpose of the evaluation.

If the evaluation is a special ability, the result is the special ability, rather than the others, which means that the evaluation is effective.

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