What are the commonly used evaluation tools for Chinese classroom teaching in primary schools?

People's quality has six levels: knowledge, skills, social role, self-concept, characteristics and motivation. On this basis, the "quality iceberg model" vividly describes personal quality as an iceberg floating on the ocean, in which knowledge and skills belong to the surface part exposed on the water, which is the requirement for the basic quality of employees, but it can not distinguish between excellent performers and average performers, which is also called threshold competitiveness. Benchmark quality is easy to be measured and observed, so it is also easy to be imitated. Internal drive, social motivation, personality quality, self-image, attitude, etc. It belongs to the deep-seated quality hidden under the water and is called discrimination. It is the key factor to distinguish outstanding performance from mediocrity; The higher the position, the greater the role of discriminating quality. On the one hand, internal drive, social motivation, personality quality, self-image and attitude are not easily changed by external influences, on the other hand, they play a key role in people's behavior and performance. In this regard, McLelland creatively used the "critical behavior analysis method" to infer and determine the "part below the iceberg" such as social role, self-image, idiosyncrasy and motivation by observing the individual's behavior at work. According to McLelland's method, "talent selection" integrates SHL's job matching test and AOP's workplace personality test in the personality test part, and excavates personal potential through behavior tendency to predict actual job performance. SHL Job Matching Test interviewed and observed people's behaviors in different positions through global sampling, and divided all possible behaviors involved in work into 8 categories and 20 subcategories 1 12 specific behaviors. Then, through 40 professional behavior test questions, the matching degree between the candidate and the most important six of the eight dimensions is tested, so as to evaluate the matching degree between the potential of the candidate and the position applied for. This multi-dimensional talent evaluation question bank resource, which is widely recognized in the world, provides a guarantee for enterprises to realize the matching of people and posts. As a diagnostic tool specially designed for talent management, "AOP Workplace Personality Test" found and summarized a series of core elements related to talent management through enterprise practice: goal orientation, influence motivation, patient cooperation, accurate obedience and so on. Then, through the targeted evaluation of these aspects, the various characteristics of workplace individuals are clearly outlined and fully applied to all levels of enterprise management. The "talent selection" test mainly measures personality test, basic work ability test, general skill test and post skill test, and tests personal professional interest and professional adaptability, that is, what kind of job an individual is suitable for.

Application of talent evaluation tools