What does MTAE analysis test mean?

For human resource management, recruitment is a very important link, because recruitment can meet the requirements of organizational development for personnel. As we all know, talent is the first element of an organization's development. An organization will need different types and quantities of talents at different stages of development, which is the guarantee for the sustainable development of the organization. The result of recruitment determines whether the organization can obtain the qualified employees it needs. Only when an organization has high-quality talents can it achieve better development. So to a certain extent, recruitment actually determines the future growth and development of the organization. Moreover, effective recruitment can also reduce the cost of organizational personnel management and improve the competitiveness of the organization.

Many enterprises and government departments are also aware of this, so in order to improve the quality of recruitment, many evaluation methods are adopted in many recruitment processes. At present, there are application forms, resume materials, paper-and-pencil tests, vocational skills tests, psychological tests, and evaluation center technologies widely used in China. However, in continental Europe, handwriting analysis and testing (TAE) is the most widely used talent evaluation method in the process of talent recruitment and selection.

Handwriting analysis is an applied branch of graphology, which reflects the writer's personality, psychology and behavior characteristics through the study of different writing rules of individual handwriting. It is a science that studies the relationship between human handwriting characteristics and human intrinsic quality and its objective law. Handwriting analysis can identify the writer's personality, ability, psychology and behavior, thus providing help and suggestions for the development of individuals and organizations.

GIines Azzopardi, a French psychologist, introduced in his book "The Success of Choice Testing" a survey conducted by two professors from the University of Bordeaux II and the University of Paris V on the recruiters of 234 French enterprises and consulting centers from 1998 to 1999. The results show that 93% of enterprises use graphology in talent recruitment or selection, which is second only to 99% of interviews and higher than 63% of intelligence tests. By the British e? The book "Human Resource Management" written by mcnair and others also introduces some information about graphology, in which an article written by Altman (1995) is quoted as saying: At present, more than 75% of French companies regard graphology as the basic method of personnel selection, while the proportion in Switzerland is higher. Graphology is also common in Germany, Austria, Belgium, the Netherlands and Italy. Newspaper job advertisements in continental Europe usually indicate the submission of handwritten applications, and applicants also want to have a handwriting test. It should be pointed out that compared with other continental European countries, the British are more cautious about the use of graphology. However, according to the data of the International Handwriting Analysis Society, 3% of British companies have adopted graphology for personnel selection, and most of these companies belong to the top 100 rated by American Time magazine.

However, in China, the development of handwriting analysis technology was relatively late, and it was not until 1980s that reports on graphology began to appear in newspapers and magazines. 1999, the personnel research institute of the Ministry of Personnel was formally established, and the application of handwriting analysis technology in talent recruitment was formally researched and developed. Later, this technology was applied to talent recruitment and selection as a personnel technology.

In July 2003, a group human resources company in Nanjing recruited employees. Entrusted by the company, I made a detailed handwriting analysis of 12 people who passed the initial test. The analysis results are highly consistent with the comprehensive results of written test and structured interview. In terms of personal development potential, handwriting analysis draws a deeper conclusion than written test and structured interview. This handwriting analysis has been recognized by the company leaders, who also expressed strong interest in the use of this technology.

Compared with other commonly used evaluation techniques, handwriting analysis technology has its unique advantages. Let's briefly analyze the advantages and disadvantages of these evaluation methods.

Application form: Application form is one of the most commonly used methods in talent quality evaluation, which requires the applicant to fill in truthfully and is often located in the first step of talent evaluation procedure. If the information provided by the applicant is true, it is objective to evaluate the basic situation of the applicant through the application form. The problem is that if the applicant provides some false information, the evaluation result will be wrong.