Dry goods! Talent Evaluation 1 1 Application Scenario and Example Operation Analysis (Part One)

Talent evaluation, a familiar and unfamiliar word for HR, is said to be familiar because every HR will use evaluation theory and tools more or less in his work; It is strange because of the rapid iteration of talent evaluation technology and tools. The complex and professional system is dazzling, and many people don't even know the existence of this tool.

The official explanation of talent evaluation is: the activity of measuring and evaluating people's basic quality and performance through a series of scientific means.

In the recruitment, training and management of enterprises, HR will quickly screen suitable talents for enterprises through various methods and tools. Talent evaluation is a scientific tool to recognize and select talents. It is based on psychology, pedagogy, management and computer technology. Through the evaluation of people, we can understand people's internal ability, personality traits, career orientation, management potential and development potential, and provide information support for human resource management decisions (recruitment, selection, training, promotion, etc.). ). At the same time, it also helps employees to better understand their own strengths and weaknesses, which is conducive to career development.

Talent evaluation has strong pertinence, adaptability and scientificity in talent selection, human resource allocation and training of enterprises, and can be applied to the following enterprise scenarios:

campus recruitment

Talent evaluation improves the accuracy and efficiency of resume selection in campus recruitment. Through the preset post competency model, it only takes 5 seconds to select the right person from thousands of applicants.

Social recruitment

Talent evaluation is a scientific and systematic method to identify talents. It evaluates and evaluates the ability and quality of personnel through professional knowledge test, interview, psychological test, evaluation center technology and performance appraisal. It attaches importance to the influence of people's deep quality and professional skills on performance in guiding ideology, and takes psychological potential and career orientation as the main indicators to reflect the comprehensive quality of job seekers.

Recruitment of middle and senior managers

Experience is not equal to ability, so it is necessary to understand the internal qualities of middle and senior management candidates (including human motivation, natural ability, interests and values, etc.). ). It is suggested that enterprises use the talent evaluation system to establish the competency model of the post, benchmark the internal quality of the benchmark talents with excellent benchmarks, and judge whether the candidates are competent and stay in the company for a long time.

employee training

After we know each employee's personality and ability through evaluation, we can teach students in accordance with their aptitude, guide him with his favorite training methods, communicate with his favorite communication methods, or choose the training direction that suits him best;

Internal selection

Talent evaluation helps enterprises to establish a systematic and perfect talent selection plan, select suitable candidates, and formulate targeted training plans for them to improve the competence of employees after promotion.

Career planning

All the best career development is to explore one's own talent and will, and give full play to it, which is a foundation of career planning;

Post adjustment of service station

When a person finds himself incompetent, he can make adjustments through talent evaluation.

team building

We can understand everyone, everyone's personality, style and behavior through evaluation, and achieve an effect of reducing conflicts and avoiding misunderstandings through mutual understanding;

Group management

Talent evaluation can help enterprises understand the characteristics of subordinates and the whole team, and adjust the management system and communication mode of management.

Incentive reservation

Many hidden incentives, employees will not say it. For example, he wants to win honor, or he wants to get more pay, or he wants his boss to be less tough, and so on. Through evaluation, we can know at a glance what the person we want to keep wants. At this time, it will get twice the result with half the effort to motivate him with the right medicine.

Talent list

Through the inventory of organizational talents, talent evaluation can make people match the organization, which includes making clear the change of organizational structure and post development, determining the ability level of employees, tapping the potential of employees, and then putting the right people in the right posts.