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Three Psychological Testing Methods for HR Identification of Top 500 Talents

Three Psychological Testing Methods for HR Identification of Top 500 Talents

Psychological testing has been applied to all aspects of life and work. Here, I have compiled three psychological testing methods for HR appraisers in the top 500 companies. Welcome to read the reference!

Psychological test is a scientific means to infer and analyze the psychological characteristics running through individual behavior according to certain principles by observing a few representative behaviors of people, and it is an objective and standardized measurement of behavior groups.

Psychological testing usually includes several basic elements, such as questions, specifications and test instructions. Themes can be composed of words, pictures, operating tools, etc. Norm refers to the standard reference to explain test scores; The test instruction is a document about the purpose, content, methods, procedures, grading standards and other related information of the test.

Among many methods of talent evaluation, psychological test can be said to be an effective technology. Psychological tests used in human resource management mainly include three aspects:

Ability test: to know the ability level of the subjects.

Personality test: it is mainly used to understand the psychological characteristics of the subjects, such as introversion or extroversion, and how active they are at work.

Career interest test: Different professional psychology will obviously affect employees' performance at work. The career interest test can clearly distinguish the career orientation of candidates.

1, ability test

Ability test, also known as cognitive test, refers to the evaluation of a certain ability of a person or a group. This ability can be the actual ability at present or the potential ability that may exist in the future; It can be general ability or special ability, such as music, art, sports and so on.

The usual aptitude tests are divided into two categories: general aptitude tests and special aptitude tests.

General ability test. Including Wechsler Adult Intelligence Test and Stanford-Binet.Alfred Intelligence Test. Wexler Adult Intelligence Scale is a widely used and valued evaluation method in the world. Many research results support the concept of Webster's comprehensive IQ, and individual subtests of the scale can also test some unique abilities. It is a series of intelligence test scales compiled by American D.Weehsler in 1955. It is the most widely used intelligence test scale in the world. The scale was revised by Professor Gong Yaoxian of Hunan Medical University on 198 1. Stanford-Binet Intelligence Test is an individual test scale, which includes 30 items to measure general intelligence, including low-level perception and high-level judgment, reasoning and understanding.

Special ability test. Special aptitude is relative to general intelligence, and some traditional special aptitude, such as machinery and documents, have now been included in some multiple aptitude tests. However, special aptitude tests is still necessary for two reasons: First, the multiple aptitude test rarely involves vision, hearing, motor skills and artistic ability because of their special circumstances. Even if the multiple aptitude test contains special aptitude, such as machinery and documents, it sometimes needs to be combined with the academic aptitude test and special aptitude tests, because special aptitude tests has extensive norm and validity data; Second, special aptitude tests has great flexibility and can be used in combination or alone. For example, sensory perception and psychomotor ability tests; Mechanical ability test; Test of clerical ability; Artistic ability test; Professional aptitude test and so on.

2. Personality test

The so-called personality refers to people's interests, values, temperament, personality and other content. Personality reflects a person's behavior and thinking characteristics, so it is related to some aspects of his work performance. Because psychologists have different definitions of personality, the measurement methods of personality test are also different. The more distinctive ones are Cattell's 16 Factor Personality Test (16PF), DISC Personality Test and Eysenck Personality Questionnaire.

Cartel 16 Personality Factor Test was developed by American psychologist Cartel after years of research and using a series of rigorous scientific means. He called 1800 descriptions of human behavior the superficial characteristics of personality, and combined these descriptions into 16 factors through the statistics of factor analysis, and called these 16 factors the root characteristics. He believes that only the root characteristics are the potential and stable personality characteristics of human beings and the essence of personality test. The personality factors of this 16 process are: a, music group; B intelligence; C stability; D by strength; F excitability; G has constancy; H dare; First, sensitive; L skepticism; M fantasy; N sophisticated; O anxiety; Q 1 experimental; Q2 independence; Q3 self-discipline; Q4 anxiety.

DISC personality test is a widely used personality test in foreign enterprises, which is used to measure, evaluate and help people improve their behavior, interpersonal relationship, work performance, teamwork and leadership style. Disc personality test consists of 24 groups of adjectives describing personality traits, each group contains 4 adjectives. These adjectives are selected according to the four measurement dimensions of domination (D), influence (I), stability (S) and obedience (C) and some interference dimensions. Ask participants to choose an adjective that suits them best and an adjective that doesn't suit them best. The test will take about ten minutes.

Type 9 personality test is mainly used to help you master your personal behavior habits effectively. The answers to the questions in the test are not good or bad, but only reflect your own personality and your worldview. The questionnaire will help you better understand your strengths and weaknesses, and know under what circumstances your actions will be more effective. At the same time, you can also know how others think of themselves and how they get along with each other through the evaluation conclusion.

3. Career interest test

Interest is the best teacher and one of the important psychological characteristics of human beings, which is manifested in individual psychological preference, choice attitude or positive emotional response to something or activity. Most successful people are those who have certain abilities and are really interested in what they do.

At present, Holland's career preference test is the main interest test widely used at home and abroad, followed by Strong-Campbell's interest test. Holland is a professor of psychology at Johns Hopkins University in the United States and a famous professional guidance expert in the United States. 1959 put forward the theory of vocational interest with wide social influence. It is believed that people's personality types and hobbies are closely related to their careers, and interest is a great driving force for people's activities. Any occupation with professional interest can improve people's enthusiasm and encourage people to engage in this occupation actively and happily, and professional interest has a high correlation with personality. 1959 put forward the theory of career mutual choice with wide social influence. Firstly, the theory divides workers into six basic types according to their psychological quality and career choice tendency, and the corresponding occupations are also divided into six types: realistic, research, artistic, social, enterprise and routine. The essence of Holland's career choice theory lies in the mutual adaptation between workers and occupations.

On the basis of this classification, Holland compiled a career preference scale in 1953, and on this basis, he developed a self-directed exploration (1969), and on this basis, he put forward the theory of "matching personality traits with working environment".

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