Analysis Of Five Major Misunderstandings In Talent Assessment

< p > at present, more and more domestic enterprises have turned their attention to talent assessment, hoping to select more talents and talents for enterprises by means of this means.

However, due to the fact that this technical work has not been carried out for a long time in our country, the understanding of it is not enough enough, so that there are many misunderstandings in it.

If we do not discriminate and correct these confused ideas, we will not only lead to the ineffectiveness of individual assessment, but also affect the promotion and application of talent assessment activities in China.

There are several common mistakes in talent assessment.

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< p > < strong > 1. Talent assessment is the most accurate basis for selecting talents. < /strong > < /p >

< p > at present, people have realized that talent assessment is a rigorous, objective and accurate activity to investigate people's basic quality and ability. Some enterprises regard talent assessment as the most accurate or sole scientific basis for talent selection.

Although this view recognizes the scientific side of talent assessment, it is too one-sided and produces blind dependence.

First of all, we must realize that no matter how accurate the method of talent assessment is, its effectiveness and reliability are limited. Without one hundred percent accurate evaluation methods, the selection of talents solely depends on the scores of talent assessment.

Therefore, the evaluation must be combined with other selection methods; secondly, the evaluation is mainly about the knowledge and ability of the people.

But in practical work, the factors that determine people's performance are not only limited to knowledge and ability, but also the level of encouragement. If incentive is not enough, people with high test and evaluation can still be a low efficiency worker. Thirdly, the time for talent evaluation in China is not long enough, and a mature assessment tool needs three to five years or even longer to develop successfully.

In 1994, the national personnel examination center of the Ministry of personnel affairs, in order to meet the needs of the development of human resources in Chinese enterprises, organized experts in psychology and management of scientific research institutions such as Peking University, and designed 6 sub tests, and implemented the system norm data collection work. It was launched as a whole test item in January 1998. This set of evaluation tools suitable for China's national conditions has not been widely used at present, and needs further testing and amendment.

At present, some companies that are eager for quick success and instant benefit do not have reliable testing tools. They are selling some test items to the enterprises. Their validity and reliability have not been tested.

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< p > evaluation work is a highly scientific activity, especially for some subjective test based psychological tests, which need professional training of analysts and human resources experts. There are few talents in this field in China. Many analysts can only make superficial, formalistic judgments, which can not accurately identify the people being tested, and make the evaluation results as a basis for decision-making.

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< p > < strong > two, only < a href= "http://www.91se91.com/news/index_c.asp > > testing software < /a > is the scientific < /strong > /p >

< p > many people think that computers represent advanced and accurate. Therefore, it is considered that the most scientific and accurate tool is only computer software.

The advantage of using the evaluation software on the computer is to achieve human-machine interaction. It can also use network technology to realize information exchange between multiple computers and create a virtual environment similar to the real situation, which is very beneficial for managing games.

However, many of the current evaluation software just moves the title of the written test to the computer, changing the way of answering, making the score statistics more convenient and fast, and does not realize the simulation of the real situation.

Therefore, the evaluation software does not necessarily improve the validity and reliability of the evaluation itself.

Therefore, when choosing evaluation tools, we should pay attention to the advantages and disadvantages of the technical indicators of the evaluation tools themselves, and not only attach importance to external forms.

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< p > < strong > three, and only the foreign "a href=" http://www.91se91.com/news/index_c.asp > test tool < /a > is reliable "/strong > /p".

< p > Americans used the psychological test originated in the laboratory in the early twentieth Century to apply to the market service. At present, foreign talent assessment has developed into a large scale industry. Many mature and classic tests have been tested by practice, and their validity and reliability have been recognized.

In contrast, our country has only started this attempt since 1980s, and its experience and level need to be accumulated and improved.

Therefore, many people think that only foreign testing tools are standard and reliable, but we must realize the influence of cultural differences when we use foreign test items.

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< p > cultural differences have little influence on ability test, but they have great influence on cognitive assessment and personality assessment.

The "personality" mentioned here is a relatively stable view and behavior habit formed in people's long life.

At present, the personality of Chinese enterprises mainly adopts 16 personality factors, DISC personality assessment and so on.

Because of the differences between Chinese culture and Western culture, people have obvious tendentiousness about some problems. For example, such test questions: "when you see neighbors quarrelling, I always A: let it solve itself; B is persuasion; C is between A and B"; Chinese people are serious about friendship, and feel that they can not ignore it. Westerners may feel that they should not interfere with other people's privacy. This difference reflects the differences in cultural ideas, values and moral values of different countries.

Therefore, it is not necessarily a test question in foreign countries, and a domestic company's development in line with China's actual situation may be a better choice.

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< p > < strong > four, < a href= "http://www.91se91.com/news/index_c.asp > > talent assessment < /a > is written examination < /strong > /p >

< p > when it comes to testing, people's minds are filled with exams and answers.

Whether enterprises or testers think of talent assessment as a written examination is a common misconception.

In fact, the content of talent assessment contains a lot of contents, which can be adopted in many ways, including written examination, interview, practical operation test, discussion, speech, game and so on. For example, the Evaluation Center for investigating the level of senior managers is comprehensive test.

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< p > typical evaluation centers include the following simulation exercises: (1) file basket.

In this exercise, candidates are faced with a large number of reports, memos, telephone records, letters and other materials, which are likely to appear in the file basket of the candidate's work.

Candidates should take appropriate action against each material, such as writing a reply, leaving a note, drawing up the agenda of the conference, and (2) leaderless group discussion.

To provide candidates with a topic for discussion, but not to appoint a responsible person, and to request a final panel decision.

Then, the appraisers evaluated the interpersonal skills, group acceptance, leadership and personal influence of each group member; (3) management game.

Participants usually use two or more company members who compete in the market to solve practical problems under simulated conditions. Participants may make decisions on how to advertise, how to produce, how much to price, how much inventory to keep, and (4) personal speeches.

Allow candidates to give speeches on a given topic to evaluate their communication skills and persuasiveness; (5) objective tests.

All kinds of personality test, intelligence test interest test and achievement test; (6) interview.

Most evaluation centers require at least one assessor to interview each candidate and evaluate the candidate's current interest, background and motivation.

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"P", therefore, in the use of evaluation tools, the enterprise must be based on the work analysis, according to the requirements of the personnel ability in the work standard, and arrange appropriate evaluation methods according to the different posts, and should not be held in the form of written test.

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< p > < strong > five, online testing is fast and low cost. It is a very effective test method < /strong > /p >

< p > in recent years, with the rapid development of the Internet, some test launches will test their subjects online. If you search the personality types of questionnaires on the Internet, you will find hundreds of them, but most of them are simple tests or questions, and are not real psychological tests.

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The benefits of online testing are obvious. People who have access to the Internet can participate in the test. They may be scattered throughout the country and can easily respond at home without having to travel to the designated test sites. The results of the tests can be processed immediately, and an analysis report can be obtained in a few minutes. P

Enterprises can use the online test at a very low cost to screen out a large number of candidates, and quickly eliminate the inappropriate candidates.

But online testing is also flawed. The main problem is that the testing environment can not be controlled, such as the time of testing, the surrounding environment, and so on, which does not meet the requirements of testing standardization.

At the same time, it is difficult to verify the identity of the subjects. If the test is for the purpose of choice, many job seekers may allow others to take the test instead of themselves.

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