What are the commonly used talent evaluation tools for HR? What are the advantages and disadvantages of each?

HR commonly used talent evaluation tools and their advantages and disadvantages are as follows:

1, CD evaluation tool

The four letters of the disc represent four types: D: dominance, I: influence, S: stability, and C: obedience. It is a kind of personality assessment, and its theoretical origin is maston's Normal Emotion, which is owned by Inscape Publishing House.

Generally speaking, DISC represents an observable human behavior and emotion, which will give you a deeper, more specific, more complete and objective understanding of yourself and others. At present, in China, it is not only widely used to organize talent assessment, recruitment and job adjustment, but also to improve leadership and establish training needs.

However, the DISC evaluation tool actually has some shortcomings, that is, its result description is time-stable, but it lacks spatial (cross-scene) consistency, which may lead to different behaviors in different scenarios.

2.MBTI assessment tool

Myers-Briggs Type Indicator, whose full name is also personality assessment, was formulated by Briggs' mother and daughter after studying Jung's "psychological type" theory, and CPP has its copyright.

MBTI can be said to be the most widely used personality test tool in the world today. It has been translated into nearly 20 major languages around the world, with more than 2 million users every year, including many large enterprises in the world's top 500.

In application, MBTI can not only be used to understand work style, characteristics, occupational adaptability and potential, but also help to provide reasonable suggestions for work and interpersonal decision-making.

Therefore, MBTI assessment tools are widely used in management consulting and training, career planning, marriage and school education consulting in China. In view of its theoretical depth, it is unique to study the personality characteristics of normal people, predict their behavior and plan their career.

The disadvantage is that this evaluation tool is so famous that there will be many disapproving voices, and sometimes it will be too subjective when used in workplace evaluation.

3.CPI assessment tools

The full name is California Psychological in Inventory, California Psychological Questionnaire. CPI is a personality measurement tool developed by Goff (1957) for normal people.

Mainly used in educational psychology, it can also be used to predict academic performance and creative potential, which can provide guidance for major selection; In the aspect of management psychology, it can be used to provide reference for candidates' management potential and job performance prediction, and can also be used to recruit employees, plan their careers, reserve leaders, and build efficient organizations and construction.

It is considered as a potential candidate test abroad.

4.OPQ assessment tool?

The full name is Occupation Personality Questionnaire, SHL (now acquired by CEB), and "Take charge of Hua Dan".

Occupational character assessment, which is widely used in the recruitment field, is believed to be done by many people when they first enter the enterprise. Based on several theoretical models, it has won the favor of more than N enterprises, including the top 500 enterprises.

As a professional evaluation service company, SHL has nearly 100 evaluation tools. It helps customers to improve enterprise performance through excellent talent intelligence and decision-making in the talent employment cycle from recruitment and employment, employee development to successor planning. In addition to OPQ, there are many mainstream evaluations such as MQ, Verify, SJTs and DAP.

5.DPA assessment tool

The full name is dynamic personality assessment. DPA (Three-dimensional Personality Dynamic Management System) is a representative product of DPA Research Center, and it is also developed on the basis of temperament theory combined with Jung's personality analysis theory. It divides people's personality into five categories: the strategist of spades, the dreamer of hearts, the peacemaker of clubs, the architect of squares and the comprehensive diplomat.

DPA consists of three systems: work, family and individual. Multi-dimensional analysis can make people know themselves better and create a happy and harmonious family relationship.

It can help business owners and senior managers to improve their character and leadership, combine and motivate employees with different types and motivations, establish excellent power enterprise teams, effectively reduce employee turnover rate, enhance employee loyalty, stimulate employee mobility and improve enterprise performance.

As a talent-driven system that uses personality knowledge to optimize personal status and start people's motivation, it is widely used in the fields of selection, recruitment, performance improvement, team building and so on.