Talent quality assessment content and method

Talent quality assessment content and method

Introduction: talent quality assessment refers to the process of using the means that have been proved to be effective in measuring and evaluating the individual characteristics that directly affect job performance. Here is what I bring you the content and methods of talent quality assessment, I hope it will help you.

The surrounding environment we face is increasingly complex and holistic. Competition among enterprises is increasing. In order to survive and develop, managers need to reasonably manage resources such as human resources, financial resources, material resources, information and time. Among the many resources of an enterprise, human resources are dominant. In order to promote and maintain efficient work, enterprises and organizations urgently need to recruit and select talents scientifically, allocate talents rationally, evaluate talents fairly, and provide appropriate personal career guidance. Talent quality assessment is in line with the recruitment, selection, training, configuration and career guidance to provide a scientific basis, in line with the purpose of improving the efficiency and effectiveness of individuals and enterprises and the emergence of a service.

The content of talent quality assessment

The content of talent quality assessment should be the individual factors directly affecting job performance. Many studies have shown that individual factors that directly affect job performance mainly include: conceptual cognitive intelligence, emotional intelligence, social behavioral intelligence, behavioral style and professional knowledge and skills.

Conceptual cognitive intelligence, or general cognitive ability, refers to the ability to receive, process, and issue conceptual information, including reasoning judgment, verbal comprehension, quantitative relationships, spatial ability, and perceptual speed. General cognitive ability reflects the level of wisdom function in the process of basic cognitive operations of human beings. Basic cognitive operation is the process of manipulating basic representations of concepts (words, numbers and figures) through basic cognitive processing (analysis, synthesis, identification, judgment, reasoning, etc.). The level of intellectual functioning refers to the quality and quantity of information that an individual can process per unit of time. Because basic cognitive operations are present in almost all jobs, the cognitive ability tests of the General Talent Quality Assessment have high predictive power for almost all jobs.

Emotional intelligence is the habitual experience of receiving, processing, and sending out conceptual, self, and interpersonal information, and includes, among other things, emotional stability, aggressiveness, and self-confidence and self-esteem. Emotional intelligence has a strong impact on an individual's job performance. The predictive power of emotional intelligence comes from their activating effects and self-regulatory mechanisms. Social behavioral intelligence refers to the stable personality traits that are expressed in receiving, processing and sending out interpersonal information, which mainly include the following: friendliness and enjoyment of the group, sense of self-control, interpersonal skills and so on. Social behavioral intelligence is a frequent factor affecting the success or failure of interpersonal interactions, as well as the success or failure of social work (managerial, secretarial, salesman, etc.). We refer to emotional intelligence and social behavioral intelligence together as the level of social maturity. Factors related to the level of social maturity are sources of motivation or levers that regulate motivational orientation that have a significant impact on an individual's career achievement. Behavioral styles are personality traits that distinguish dimensions but not strengths and weaknesses, including pragmatic vs. creative, logical vs. emotional, introverted vs. extraverted, type A vs. type B, and interests and values. On the one hand, a behavioral style is more suitable for a certain type of work; on the other hand, individuals with different behavioral styles will show different behavioral characteristics when doing the same kind of work. But behavioral style does not determine the success or failure of the work, the factors that determine the success or failure of the work are general cognitive ability, social maturity and professional knowledge and skills.

Methods of talent quality assessment

Others are often covered by clouds and it is difficult to recognize the true face of their own due to? In this mountain? And it is difficult to glimpse the true face. The talent quality assessment, however, there is a good way to know oneself and one's enemy. There are three commonly used assessment methods: questionnaire tests, structured interviews and scenario simulations.

Talent quality assessment questionnaire test is through the subject to fill in the text material of the question to evaluate the subject's characteristics of the form of testing, paper and pencil tests and computer tests belong to this category. In terms of speed, accuracy and other aspects of the questionnaire test are dominant, therefore, the questionnaire test is very important. Through about two hours of testing, you can get a more comprehensive information about the subject.

Structured interviews for talent assessment are rooted in rigorous job analysis and careful question setting. The structured interview for talent quality assessment is an assessment tool rooted in rigorous job analysis and detailed question setting. Numerous studies have shown that the predictive power of traditional interviews is very low, while the predictive validity of structured interviews is very high. Structured interviews are well suited for senior staff selection and assessment. Structured interviews are linked to the content of the assessment and the characteristics of the examinee, and they can effectively link job characteristics to individual characteristics. When emphasizing the realistic level of an individual, such as in the recruitment of senior managers, the following procedure is appropriate: screening out individuals of lower general quality with a questionnaire test, and then selecting the best individuals with a structured interview. Evaluation center technique is a testing method that examines a subject's practical ability through simulated scenarios. For example, the document box test can understand the manager's skills in handling documents and daily affairs, and the leaderless group discussion can understand the manager's organizational and leadership skills.

The skills of affairs; leaderless group discussion can understand the organization and leadership of managers. At present, we use more is the leaderless group discussion, this technique is mainly used in the selection and assessment of senior management.

Talent assessment includes two parts: measurement and evaluation, which focuses on quantitative analysis, and evaluation focuses on qualitative synthesis. Therefore, after the assessment, the person being measured should get a more detailed explanation, which can explain the difference between this person and others in the amount, but also know the comprehensive characteristics of this person. In this way, the use of talent quality assessment methods to assess the individual factors that directly affect the performance of the work, can help managers and individuals to know their own. Managers do know their own, can know people well, can be rationally configured talent; individuals do know their own, can be reasonably positioned, can be suitable for their jobs.