Chapter 4 personnel quality assessment

Section I? Personnel quality assessment process model

Personnel quality assessment: refers to the assessment of the subject according to the purpose of the assessment and the standard system, the use of scientific methods to collect relevant information on the person to be assessed, in a short period of time on the quality of the quantitative value of the value of the assessment activities.

Personnel quality assessment process model:

1. Curriculum vitae analysis 2. written or preliminary interviews 3. interviews (psychometric tests, evaluation centers) 4. hiring decision

Personnel quality assessment is usually a curriculum vitae analysis, written tests, interviews, psychometric tests, evaluation centers, and other methods of evaluation of the assessed person's knowledge, ability, personality and motivation to evaluate, to determine whether they are qualified for the job. The first thing you need to do is to find out whether you are qualified for the job or not.

Selection In specific practice, first of all, through the curriculum vitae analysis of the initial screening, including hard conditions and soft conditions, that is, for hard conditions do not meet the exclusion of the personnel and the soft conditions of the judgment.

Selected for those who meet the organization's qualification requirements for the post for the written test or preliminary interviews, after passing, for another interview.

Select In order to understand and grasp the overall quality characteristics of the assessed personnel more comprehensively, more accurately, more scientifically, in this part of the assessment methods such as psychometric tests and evaluation centers can be used to conduct in-depth assessment of the assessed personnel.

The evaluation center: a major form of modern personnel quality assessment, refers to the standardized set of evaluation activities centered on the assessment of management qualities, including correspondence basket test, group discussion, management games, role-playing, and other specific activities in the form of one or a combination of a variety of forms.

Section II? Curriculum vitae analysis

Curriculum vitae analysis: a method of talent assessment that analyzes the evaluator's personal background, work and life experience to determine his or her adaptability to future positions.

Select The number of items in the curriculum vitae form varies from 15-800 from the existing survey, but they all include two parts: one part is the items that the evaluator can verify, such as home address, family situation, length of service, education, age and so on; the other part is the items that can not be verified, such as the report of the job description, self-work summary and so on.

Selection The selection of resume analysis items is based on job analysis and job description.

The number of items in the selected curriculum vitae depends on the characteristics of the proposed job and the evaluation needs.

The weighting is based on the relevance of the items to the requirements of the future job and job performance.

Choice, the steps of resume analysis:

?1. View the basic information of the resume

Hard conditions, soft conditions, other conditions

?2. View the work content of the resume Multi-choice

The work content of the counterparts, the length of time working with the depth of the professional in line with the situation, the frequency of skipping, the length of the interval between working time, the job and the job content is matched, the work of the industry of the span of the belonging to the industry

Selected. How to identify the authenticity of the resume: age and qualifications of the match, resume whether there is self-contradictory places, resume whether there is water

case how to look through the resume to see the applicant:

?1. If the applicant applies for more jobs, it means that the applicant's orientation is not clear, and the job-seeking trend is vague;

?2.? If the job seeker from a large company jumped to a small company, the position, salary and so on nothing changed basically can judge the job seeker ability is not strong. On the contrary, the job seeker's position is constantly upgraded, the company's size is constantly expanding, you can judge the job seeker's motivation is strong.

?3. If in a short period of time contact delivery two or more resumes can be judged basically this job seeker is more careless; on the contrary, it is seen that the job seeker is particularly interested in recruiting positions;

?4. There are typos in the resume, you can judge the job seeker is more careless; if the resume level is clear, logical, focused, showing that the job seeker is thinking clearly.

Section III? Psychological tests - 16PF personality test as an example

Name personality: mainly refers to the nature of a person's psychological characteristics, each person's behavior, psychology, there are some features, the sum of these features on the personality.

Selected personality is not good or bad, but the degree of match with the type of career, but has become an important factor affecting the effectiveness of the organization and the development of the key factors, but also become the success of the individual career and the development of key factors.

Solution, the theory Both organizations and individuals, to achieve personality and career matching, the significance is very important:

?] 1. From the aspect of social development, the social division of labor has become more and more detailed, the positions in the organization of individual quality requirements are more and more high, if we want to enhance the vitality and competitiveness of the organization, to maintain the status of the organization in society, the first task is to attract the most suitable high-quality talent to the organization.

?2.??? From the point of view of talent management, scientific and rational use of human resources, the law of the right talent at the right time, the requirements of the right time to place the talent to its quality and ability to match the work of the job to let go of their work, so that people make the best use of their talents, make the best use of their talents.

?3. From the point of view of the organization to improve efficiency, personality and career matching as an organization to effectively select personnel, correctly evaluate and motivate members of the organization, to promote the development of the organization, play a vital role, is the core of human resource management.

?4.??? In summary, no matter from which of the above perspectives, it is necessary for organizations to pay attention to personality and career matching.

?5.? Individuals also need to pay attention to personality and career matching, and personality and career matching also plays a crucial role in an individual's lifelong career development, career achievement and family happiness.

Choose the American psychologist - Cattell Personality Assessment (16 personality factors test), which **** consists of 187 questions and is widely used in the field of career guidance and personnel selection.

Choose the Hollander Test of Vocational Orientation, whose core assumption is that people can be categorized into roughly six categories, and that occupational environments can be categorized into corresponding six equally named categories.

The MBTI personality test is a forced-choice, self-report personality assessment test that measures and describes people's mental activities and personality types in acquiring information, making decisions, and dealing with life. It was developed by American psychologists Briggs and Briggs based on Jung's theory of personality types and their long-term observation and research on human personality differences.

Select After more than 50 years of research and development, MBTI has become one of the most famous and authoritative personality tests in the world, mainly applied to career development, career counseling, team building, marriage education, etc., and is a widely used talent screening tool in the world.

The MBTI personality test reveals the individual's deep-seated "true self", the most instinctive and natural thinking, feeling, and behavioral patterns, rather than the character traits shown in front of others.

The MBTI personality type of a person is determined by genetics, growth environment, once formed, it is difficult to change, only the degree of personality tendency with the growth of age for some changes.

Section III? Interview design and operation

Name interview: is in a specific time and place, there are interview examiners and candidates in accordance with the pre-designed purpose and procedures, interviews, mutual observation, mutual communication process.

Select the characteristics of the interview: 1. talk and observation as the main tools; 2. is a two-way communication process; 3. with a clear purpose; 4. in accordance with the pre-designed program, the interview examiner and the candidate in the interview process of the status of inequality.

Selected Types of Interviews:

?1. According to the degree of standardization of the interview, it is divided into structured interviews (standardized interviews), unstructured interviews, semi-structured interviews.

?2. According to the way the interview is conducted, it is divided into individual interview (serialized interview) and group interview (simultaneous interview).

?3.? According to the interview process, it is divided into a one-time interview and a staged interview.

?4.? According to the content of the interview questions, it is divided into situational interview, empirical interview.

Solution, case The basic steps of the interview:

?1.? Preparation stage before the interview: the selection and layout of the interview environment, prepare for the interview questions, read the applicant materials and resume, training interview examiner, notify the applicant to come to the interview

?2. The implementation phase of the interview: relationship resume phase, introduction phase, core phase (the most important phase), confirmation phase, closing phase

?3.? Summarizing and evaluating stage of the interview

Section 5? Leaderless Group Discussion

Select Evaluation Center Technique, a standardized set of evaluation activities centered on measuring managerial qualities.

Select Evaluation centers are a procedure, not a specific method.

The assessment center technique is a standardized set of assessment activities centered on assessing management quality.

Choice Leaderless group discussion is a frequently used assessment technique in the evaluation center technology, which uses situational simulation to conduct group interviews with the respondents.

Select Evaluation Criteria for Leaderless Group Discussion

?1. Generally speaking, in a leaderless group discussion, the dependable person scores based on the following criteria:

?2. the number of times of participation in effective speeches;

?3. whether it is good at proposing new insights and solutions;

?4. Whether one is bold enough to express dissenting opinions and support or affirm the opinions of others. Expresses his or her own opinion based on others' opinions while sticking to his or her own;

?5.? Is good at eliminating tension, persuading others, and mediating controversial issues;

?6.? Whether good at listening to others and respecting them, and whether infringing on their right to speak;

?7.? How well one expresses oneself verbally, and how well one analyzes problems and generalizes or summarizes differing opinions;

?8.? The initiative, responsiveness, and accuracy of generalization in speaking.

Section V? Kumon Basket Test

Select The document basket test, also known as the Kumon processing test, is one of the most common and central techniques used in evaluation centers.

Select Document processing test mainly through the business perspective and skills perspective on the management personnel test to help companies select outstanding management personnel or assessment of existing managers.

Selected characteristics (advantages and disadvantages) of the document basket test mainly include a wide range of examination content, high surface validity, a wide range of applications, situational, comprehensive, difficult to score, and high cost.

Select The test materials include, the background materials provided to the subjects and the various test materials to be processed.

Choice Answer sheet generally consists of three major components: first, the subject number, name, job title, document serial number; second, the treatment of opinions or measures to deal with, signatures and processing time; third, the reasons for treatment.

Select Two disadvantages of the implementation of the Kumon basket test: first, it is more difficult to score; second, it is not economical enough.

Select Three key aspects of the design of the test: 1. job analysis; 2. document design; 3. test scoring.

Selected Briefcase test can generally test the following elements: written expression and its understanding; overall planning ability; organizational and coordination skills; insight into the problem and judgment, decision-making ability; appointment and authorization ability; guidance and control ability; job-specific qualities, such as knowledge of rules and regulations.

Selection of the design of the briefcase test considerations: First, the difficulty of the test material to grasp; second, pay attention to the degree of authenticity of the material to grasp.