What is scenario simulation? What are the methods of human resources short answer questions?

Scenario simulation method was first put forward by American psychologist Zhorn.

The so-called scenario simulation refers to a series of methods to compile a set of test items similar to the actual situation of the post according to the possible position of the subject, arrange the subject in a simulated real working environment, ask the subject to deal with various possible problems, and evaluate his psychological quality and potential ability through various methods. This is a behavior test method. Because candidates in this kind of test tend to make a fuss about what they might do once they are hired, this kind of test is also called "internal" test. The interviewer will provide them with a representative simulated situation, ask them to complete the typical tasks of the position they are applying for, and then analyze their work quality.

There is often more than one way to solve the hypothesis of scenario simulation. The evaluation mainly focuses on the obvious behavior and actual operation of the subjects, and also includes the interaction between more than two people. Generally speaking, this test is time-limited. Candidates must give priority to the work to be done and then complete as many tasks as possible within the specified time.

Scenario simulation needs to understand the subtasks that constitute an important aspect of the work. Therefore, it is necessary to investigate and study this work. There are roughly two methods:

1) on-the-job interview

The advantages of this method are obvious, because only the manager knows how to arrange his time, what is most important to his work, what problems he must make, and so on. Through interviews with managers, he can learn what qualities managers should have, or what elements management should have.

2) Critical Event Method

It is mainly used in job analysis, behavior evaluation, establishment and grading, personnel selection and practice, leadership and so on. The critical event method consists of a set of programs, which is used to collect the direct observation results of the operator's behavior, so as to improve his potential ability to solve problems and establish psychological principles. The critical event method summarizes the process of collecting events, which are very important and meet the standards defined by the system. Event is an observable human activity, which is complete in itself and can be speculated and guessed by the subject. Crucially, when the purpose or intention of the behavior is very clearly presented to the observer, this event must happen and its consequences must be certain, so its impact is beyond doubt.

Principle of scenario simulation method

When designing scenario simulation, the following principles should be considered:

1) should be evaluated on the basis of defining the elements of governance behavior.

2) Adopt various evaluation methods.

3) Various job selection methods should be adopted.

4) The examiner should know what is the key to success, and have a deep understanding of the work and the company. If possible, it is best to have been engaged in this work.

5) Before the scene simulation, the main test should be fully trained.

6) Observed behavior data shall be recorded and communicated in the main test group.

7) There should be a discussion process of the main test group to summarize the observation results, evaluate the elements and make a guess.

8) The evaluation process should infer the overall image in stages and evaluate the formation of the overall score or final guess.

9) Evaluation objects should be evaluated under a standard of exact meaning, and should not be used as reference standards for each other, that is, it is best to have a specification in advance.

10) Guess the success of governance must be decisive.

Scenario simulation can include many contents, but its main contents include document processing, talking with people, leaderless group discussion, role-playing and guest speech. The following are examples of document processing, leaderless group discussion and governance game methods commonly used in the evaluation of governance talents.

1, document processing test

Also called file basket operation, in this evaluation method, the appraised person will play an important role in the enterprise (generally the position to be selected). Then edit and process all kinds of official documents that this role often encounters in daily work, and design thousands of official documents (file baskets) for the examinees to handle. These official documents to be processed include various reports sent by various ministries, various documents issued by superiors, letters sent by departments or business units related to enterprises, etc. Their contents involve all aspects of enterprise management, such as the shortage of raw materials, capital turnover, contradictions between departments, employee welfare, environmental pollution, production safety, product quality, market development and so on. , including major decision-making issues and daily chores. Require the appraisee to handle each document, such as writing opinions and instructions on handling or solving problems, or directly contacting the personnel of the department to issue instructions. The appraised person shall complete the document processing within the specified time. After the evaluation object is processed, the evaluator should check the documents one by one and evaluate them according to the standards drawn up in advance. For example, whether the main body handles these official documents in an orderly manner according to their priorities, whether they properly authorize their subordinates, or whether they stick to details and deal with them out of order. After the subjects are processed, the evaluator will also interview the subjects and ask them to explain how they handled these official documents and why.

2. There is no leading group discussion.

Leader-less group discussion (LGD) means that a group of evaluators get together to discuss a problem. A method in which the evaluator observes the behavior of the evaluated object without specifying the seminar host in advance and the participants make an evaluation. The topics discussed are often popular hot topics, which are familiar to the subjects. Avoid remoteness or specialization, let each subject have the opportunity to speak, and the topic of discussion is neutral, that is, there is no absolute right or wrong, which is easy to form a debate situation and give the subjects the opportunity to show their talents more fully. The content of the discussion can also be related to the work of the proposed post, which is specific and specialized, such as taking the problems in the management of an enterprise as a case to be discussed by the university. In any case, it is best to give the subjects a broader space to discuss problems and let them have room to play freely. It is very important for evaluators to be good at observation. It can be observed from the following aspects, such as what opinions are put forward by each evaluation object, how to deal with them when they are different from their own opinions, whether the evaluation object insists on what they think is correct, whether their opinions are innovative, how to persuade others to accept their opinions, and who will guide the discussion and make a phased summary. In this process, we can also see how everyone's leadership ability is, how independent they are, whether they can listen to others' opinions, whether they respect others, whether they violate others' right to speak, and so on.

3. Governance game

There are two most commonly used governance games, namely, flow exercises and build exercises. In the practice of the stream, give the assessed a pulley and tools, such as iron bars, boards and ropes, and ask them to transport a thick wood and a larger stone to the other side of the stream. Such a task can't be accomplished by ourselves, only through the concerted efforts of all the staff. Through this exercise, the evaluator can effectively observe the leadership characteristics, organization and coordination ability, cooperation spirit, effective intelligence characteristics and social relations characteristics of the evaluation object in objective situations. Architectural practice is a personal exercise, including an assessed person and assistants of two assessment centers. In this exercise, the appraisee is required to build a large wooden structure with wood. In the exercise, there are two "farm workers" A and B to help the evaluated people build together. The two workers A and B are members of the evaluation center. Just like the fake subjects in many social psychology experiments, they act according to the predetermined purpose and arrangement. A is passive and lazy. He won't do anything without specific orders. B is aggressive and reckless. Adopt unrealistic and incorrect construction methods. Party A and Party B interfere and criticize the ideas and construction plans of the assessed personnel in various ways. The purpose of this exercise is to examine the individual's leadership ability, and more importantly, to examine the emotional stability of the evaluated personnel. Some research reports from practice show that almost none of the assessed personnel can successfully complete the construction task, and many of them become easily painful and uneasy. Some people prefer to work alone rather than using or ignoring assistants, some people give up this kind of exercise, and some people want to try their best to finish the task better in this environment.

Countermeasures of scenario simulation method

1. In employee recruitment, most unqualified candidates are screened out by other means first, and then evaluated by scenario simulation at the last stage, which can save time and reduce costs.

2. Invite professional companies or institutions to host scenario simulation. Enterprises should not easily host scenario simulation, the cost is too high.

Scenario simulation is often used in the recruitment of senior managers because of its complex design, long preparation time, high cost and high accuracy.

Operating procedures of scenario simulation method

Scenario simulation is a scientific evaluation method, so its operation also needs scientific procedures.

1, preparation. The preparation for scenario simulation of various contents is different.

1) document processing preparation.

Prepare grading standards in advance;

Official documents should be closely combined with the purpose of evaluation;

Need to specify an environment as similar as possible to the real environment;

Arrange an environment as similar as possible to the real environment;

The explanation should be clear and specific;

Prepare enough office equipment.

2) preparation for talking with people.

By talking with people, it is necessary to make clear in advance what the psychological quality and potential ability of the subjects are;

There should not be too many subjects in each exam, otherwise examiners and their assistants will have different grading standards because of burnout;

Scoring should be timely, which will affect the accuracy of scoring later;

You can choose one, two or three ways to talk to people according to your needs;

Actors should be true and have certain practical experience;

Let the subjects know the necessary materials and data to deal with some situations in advance.

3) There is no preparation for leading group discussion.

It is advisable to have 5-7 people in each group, not less than 3 people and not more than 10 people;

The discussion time should be specified in advance according to the number of people, with an average of 5- 10 minutes per person;

It's best to discuss at a round table, or not at all. Everyone sits around without a long table, because there are long tables and short tables, so that everyone can feel equal to others.

The necessary background materials should be provided to the subjects before the discussion, otherwise the discussion will be general and a mere formality, which will not show the necessary qualities and potential abilities of the subjects;

The content of the discussion is generally a case;

Before the discussion, each participant should be required to speak at least once, and the number of speeches is unlimited, but the cumulative speaking time of each participant should not exceed 15 minutes at most;

Prepare grading standards, one for each examiner;

The number of examiners is 3-5, each index is scored on a 5-point scale, and the average value is taken as the score of the subject.

4) Preparation for role-playing.

Careful planning should be made in advance, and every detail should be designed. Don't make mistakes in haste or confusion.

Teaching assistants should practice well in advance, reflect what they say, and be standardized and basically unified in front of all subjects;

A good grading standard depends mainly on their psychological quality and practical ability, not on whether they like the role they play or not, and whether they have the performance ability.

5) Preparation of impromptu speech.

There can be one topic or several topics, and the preparation time for each subject should be the same, and the preparation time is 5- 10 minutes;

Prepare grading standards in advance, and each factor should be able to score;

Scoring should focus on the main psychological qualities, not some details, because often these details reflect a person's potential psychological activities and potential abilities.

2. Implement the evaluation. The following are common procedures.

1) observation behavior.

2) induced behavior.

3) Score the behavior.

4) Make a report.

5) Re-grade.

6) Preliminary factor score.

7) Develop a factor score table.

8) Main discussion.

9) Comprehensive score.

10)

3. Training of inspectors. The examiner here can sometimes be called an evaluator. The quality and professional level of examiners directly affect the effect of scenario simulation. Examiners are generally composed of two people, one is a manager with practical experience in the enterprise and the other is a related scholar. The main examination training mainly includes the following contents.

1) gives the definition of a certain behavior.

2) Examiners take part in some specially designed exercises to improve their ability to distinguish good and bad behaviors.

3) Give an example to the examiner to explain how to record the behavior and what notes must be taken.

4) Inspectors learn how to observe behavior in practice and how to get feedback from observation.

5) Examiners practice how to exchange information about observed behaviors, how to obtain complete information, and how to collect meaningful feedback.

6) The fourth and fifth steps should be carried out in every exercise in the simulation.

7) The examiner participates in an examiner's simulation discussion, making them familiar with the importance of behavior data in the final discussion process, and fully understanding each score is very important for scenario simulation. In the main test exercise, it is best to record the contents of the main test exercise with a video camera and then show it to the main test. Trained examiners will be surprised. They may ignore important behaviors and miss a lot of important information in the process of observation, which can obviously improve their observation ability.

Advantages and disadvantages of scenario simulation

1. Advantages of scenario simulation

1) has high reliability. The reliability of scenario simulation test is higher than other evaluation methods, generally ranging from 0.74 to 0.95.

2) high efficiency. Scenario simulation has high validity, which is also an advantage that it is obviously superior to other evaluation methods. Its validity is generally between 0.45 and 0.65.

3) Strong speculation. According to the scenario simulation of related enterprises, it is found that the self-confidence guess R=0.46 after one year and R=0.69 after half a year, which shows that the scenario simulation has strong guessing ability.

4) The subjects were simulated systematically, and the governance level was improved.

2. Disadvantages of scenario simulation

1) takes a long time. The design of scene simulation usually takes more than one month, and the main test training usually takes 3-5 days, sometimes up to two weeks. The implementation of scenario simulation usually takes one to three days.

2) The cost is relatively high.

3) Have expert guidance.

4) Due to the above shortcomings, scenario simulation is generally limited to senior managers or extraordinary professionals. If a large-scale scenario simulation is to be carried out, its reliability and validity will be significantly reduced, and it will not be worth the loss because of the increase in cost.

5) Because the test scenario is simulated rather than real, some specific factors will affect the performance of candidates. If they feel nervous or lack the background knowledge and experience related to this position, their exam results will be even worse.

6) There are other problems, such as heavy equipment may not be easy to move to the test center, untrained job seekers may hurt or damage valuable equipment, and the cost of group examination is high.