What is talent assessment?

There are no useless people, only misplaced people. Only by knowing what employees can do and what they tend to do, and making clear what skills are needed for a certain position, can we effectively realize the matching between people and posts, thus further achieving a win-win situation for individuals and organizations. Talent evaluation is the basic tool of personnel decision-making. By analyzing personal behavior and internal quality through scientific methods, it provides reliable and objective basis and reference suggestions for personnel decision-making. Talent evaluation is of great significance to the effective development and utilization of human resources in enterprises, personal career choice and career development. Talent evaluation is the starting point of enterprise human resource management, the basis of scientific allocation of enterprise human resources and the guarantee of enhancing enterprise competitiveness. So what exactly is talent assessment? This paper is the application status and function of talent evaluation summarized by Hua Heng Zhixin, a human resources expert, combining years of theoretical and practical experience, hoping to give you some guidance.

The so-called talent evaluation refers to talent measurement and talent evaluation.

Talent measurement refers to the measurement of people's ability, personality characteristics and behavior style by using the research results of psychology, management and other related disciplines, such as interviews, psychological tests and some scenario simulations. Talent evaluation refers to combining the results of talent evaluation with the needs of this position and the organizational characteristics of enterprises to make a scientific evaluation of people's quality, development potential and personality characteristics, thus providing valuable reference information for employers in the management and development of human resources such as employing people, selecting people and educating people.

First, the application status of talent assessment

In the process of enterprise talent recruitment interview, the interviewer will affect the evaluation of talents due to some psychological factors, such as the first cause effect, halo effect, like me effect, opposite sex effect and? Same kind? Effect, etc. All these factors will affect the interviewer's subjective bias on talent judgment, so it will be unfair. Finally, there is always an interview viewpoint complaining that some people who have passed the interview still can't pass the probation period, and there is always a regret that the interviewer thinks that more suitable candidates can be found from those who have been eliminated. Therefore, the emergence of talent evaluation is very necessary.

The survey report shows that Chinese enterprises attach great importance to the application of evaluation tools in talent selection and training. Nearly 70% of the enterprises surveyed have used talent evaluation tools, and more than 80% of HR think that talent evaluation has greatly improved the matching degree between people and posts in enterprises, and more than half of HR use it for talent recruitment. In addition, talent evaluation is also widely used in employee quality evaluation, leadership evaluation and as a guide for employee career planning. Thus, talent evaluation has been widely used in China, and even become a basic tool in personnel decision-making.

Talent evaluation can provide an objective reference for enterprises in talent recruitment and selection, rational allocation of team members, selection and promotion of leaders, and self-awareness of employees, and improve the benefits of individuals and enterprises to a certain extent.

Second, the role of talent evaluation

Huaheng Zhixin analysts concluded that the role of talent evaluation on enterprises can be divided into the following five categories:

1. Identify the types of talents and select the talents that are most suitable for the enterprise.

When recruiting talents, enterprises often do not look for the best talents, but choose the talents that are most suitable for their own enterprises. Therefore, in the preliminary talent identification, the interviewer will roughly classify the talents according to the preliminary interview, and then use the talent evaluation tools suitable for enterprises and job requirements to evaluate the talents and find out the qualified talents.

2. Predict the performance of talents in jobs and performance, and provide reference for the configuration of team members.

Talent evaluation is mainly to predict the degree that the subject can achieve in the actual work and achievements, and to provide rich, objective and accurate information about the current development level of individuals (or groups). Psychology is an important theoretical basis of talent evaluation, and the law of human development is an important field of psychological research. What is the tool of talent evaluation? When designing the scale, the law of human development has been taken into account. More importantly, in the process of compiling the talent evaluation scale, we attach great importance to the study of its validity, that is, to explore the relationship between the results of talent evaluation and work behavior (or performance) after a certain period of time. The content is comprehensive, systematic and scientific, and the information provided about the current development level of the assessed object is rich and objective, and the accuracy of its prediction is very feasible in reality.

3. Diagnose the development stage of an individual or organization and provide directional guidance for the next development.

When an individual or organization develops to a certain stage, it will develop slowly or stagnate, or even retrogress. At this time, we can objectively evaluate the corresponding elements of the evaluated by adopting certain talent evaluation techniques and methods, so that organizations and individuals can reflect and introspect, find out the existing problems, defects and deficiencies, and then take targeted measures to improve them, such as optimizing the organizational structure, improving the way of thinking, and updating knowledge and concepts. Let organizations and individuals clear the obstacles in progress and achieve sustainable development.

4. Developing talents' potential is beneficial for talents to exert their personal potential in their work.

Because talent evaluation can scientifically and objectively evaluate the quantity and quality of talents, it is the most basic method to find talents. Therefore, we can emphasize personal strengths and weaknesses, especially potential development, and develop talents' undiscovered abilities in some aspects. The evaluation focusing on this goal will often be combined with a clear development purpose, such as hoping to improve the communication efficiency and quality of the team through evaluation.

5. Encourage employees to give full play to their personal advantages and make up for their own shortcomings.

Talent evaluation is the behavior standard for clubs to analyze the advantages and disadvantages of talents. It provides a navigation for the assessed to enhance their personal advantages and make up for their shortcomings. Everyone has the need of self-respect and enterprising, and hopes to get good results and good results in talent evaluation, which provides the possibility for motivating employees through talent evaluation. From the perspective of behavior modification incentive theory, behaviors with positive evaluation tend to appear at high frequency, while behaviors with negative evaluation tend to appear at low frequency. Therefore, affirming employees' positive behaviors and pointing out their negative behaviors through talent evaluation can motivate employees to consciously adjust their behaviors according to the evaluation factors and standards recognized by themselves, strengthen their basic and practical skills, gradually dilute their shortcomings in their work, and slowly shorten the gap with high-quality talents in society.

In the final analysis, the function of talent evaluation is to help enterprise managers accurately understand the ability and psychological quality of employees, improve the ability of employees in market competition, rationally allocate enterprise human resources and promote the rapid, stable and healthy development of enterprises; Talent evaluation can help employees or job seekers fully understand themselves, know themselves, find and determine their success index, the ability gap from reaching a certain social status and the degree of effort they need to pay; In addition, talent evaluation can also help examiners master their own psychological quality and ability tendency, adapt to career direction and development goals, and provide evaluation and development suggestions for examiners in job matching, self-improvement and career planning. In short, talent evaluation is of great significance to the effective development and utilization of human resources in enterprises, personal career choice and career development.