What are the factors that affect the stress intensity in talent evaluation?

Talent evaluation refers to the activity of measuring and evaluating people's basic quality and performance through a series of scientific means and methods. The specific object of talent evaluation is not abstract people, but the inherent quality and performance of people as individuals.

There are five factors that affect the stress intensity in talent evaluation:

The examination aspect of talent evaluation

One is professional ethics.

Professional ethics is honesty, persistence in work, responsibility and personal value orientation. The second is comprehensive quality.

Including work attitude, style, people's mind, tolerance, education and so on.

The third is psychological quality.

Now managers are under increasing pressure. Without good psychological quality, it is impossible to adapt as soon as possible. The fourth is the ability in all aspects.

Including creativity, adaptability, judgment and decision-making, analysis and induction, expression and so on. And it varies according to different job requirements.

The fifth is the performance of past growth.

From the previous comprehensive trajectory, we can see how high the success rate of this person is. After reading it, you will know what position he is suitable for, so it's not that past experience is unimportant. It can be inferred from the growth trajectory. If we put it together with past experiences, we can see his past and analyze his future potential.

the Methods of Human Talents Evaluation

1, resume analysis

Personal resume file analysis is to understand a person's growth process and work performance according to the facts recorded in the resume or file, so as to have a certain understanding of his personality background. In recent years, this method has been paid more and more attention by human resource management departments, and it has been widely used in human resource management activities such as personnel selection. The use of resume data can not only be used for the initial review of resume, but also can quickly eliminate obviously unqualified personnel. You can also determine the weight of each content in the resume in advance according to the correlation with the job requirements, add up the scores of the candidates to get the total score, and determine the selection decision according to the total score. The results show that resume analysis can predict the applicant's future work, and his past can always predict his future to some extent. This method has the advantages of objectivity and low cost, but there are also several problems, such as: the authenticity of resume filling; The predictive validity of resume analysis will be lower and lower with the passage of time; The design of resume project score is purely empirical, and there is no logical explanation principle except statistics.

2. Paper and pencil test

Paper and pencil test is mainly used to measure people's basic knowledge, professional knowledge, management knowledge, related knowledge, comprehensive analysis ability, written expression ability and other quality and ability elements. It is one of the oldest and most basic personnel evaluation methods, and it is still an important method often used by enterprises to select talents. Paper-and-pencil test has high validity and low cost in measuring knowledge and thinking analysis ability. It can be tested on a large scale and the performance evaluation is objective. It is usually used as an initial screening tool in personnel selection and employment procedures.

3. Psychological test

Psychological measurement is a scientific means to infer and quantify the psychological characteristics that run through people's behavior activities according to certain principles by observing their representative behaviors. Psychological test is a tool that can best describe and measure the personality characteristics needed for a competent position, and is widely used in personnel evaluation.

(1) standardized test. Standardized psychological tests generally include predetermined test questions and answers, detailed answers, objective scoring system, interpretation system, good norms, and test reliability, validity and item analysis data. Psychological tests commonly used in personnel evaluation mainly include: intelligence test, aptitude test, personality test and other psychological quality tests, such as interest test, values test and attitude test. Standardized psychological test also has the characteristics of convenience, economy and objectivity.

(2) Projection test. Projection test is mainly used to measure personality, motivation and so on. It requires the subjects to describe or react to some ambiguous or ambiguous stimuli, and infer the internal psychological characteristics of the subjects through the analysis of these reactions. It is based on the assumption that people's views on external things actually reflect their inner true state or characteristics. Projection technology can make it easier for subjects to express their unwilling personality characteristics, inner conflicts and attitudes, so it has a unique function in in-depth analysis of personality structure and content. However, the projection test lacks objective standards in scoring and interpretation, and the evaluation of the test results has a strong subjective color, which requires higher examiners and raters and cannot be directly used by ordinary personnel managers.

4. Handwriting analysis method

Using the knowledge and technology of graphology, this paper measures and evaluates the psychological significance of specific handwriting phenomena, and draws the conclusion of the writer's personality characteristics and inner world. Such as: "copy intuitive perception analysis method".

5, maze game method (e-profiling)

Collecting examiner information through maze game is a new method to evaluate people's performance and expressive ability. Based on the latest scientific research achievements in psychological diagnosis and treatment, medicine and neurology, it effectively overcomes the problems caused by candidates' memorization of test questions, and gives examiners an objective and scientific evaluation from the dual perspectives of psychology and neurology. The maze game method is simple, convenient, efficient, highly reliable, low cost, hidden, impartial and interesting. In European and American countries, maze game method has been widely used in talent recruitment and selection. Maze analysis method was first developed by German e-profiling Company and G? So this method is also called e-profiling evaluation.

Step 6 interview

Interview is a personnel measurement method to collect relevant information through face-to-face observation and conversation between testers and subjects, so as to understand the quality, ability characteristics and motivation of subjects. It can be said that interview is the most widely used measurement form in the field of personnel management, and almost all enterprises use interview in recruitment. Interviews can be divided into structured interviews and unstructured interviews according to their forms.

(1), structured interview. The so-called structured interview is to first determine the evaluation elements of the interview according to the analysis of the position, prepare interview questions in advance in each evaluation dimension and formulate corresponding scoring standards to quantitatively analyze the performance of the subjects. Different testers use the same evaluation scale, and use the same questions, questioning methods, grading and evaluation criteria for different subjects applying for the same position to ensure the fairness and rationality of evaluation.

(2) unstructured interviews. There is no fixed interview procedure for unstructured interviews, and the content and order of questions asked by evaluators depend on the interest of testers and the answers of on-site subjects, and different subjects may answer different questions. The interview is characterized by flexibility, and the information obtained is rich, complete and in-depth, but at the same time it also has the weaknesses of strong subjectivity, high cost and low efficiency.

7. Scenario simulation

Scenario simulation is to set up a realistic management system or work scene, let the subjects participate in it, and complete one or a series of tasks according to the requirements put forward by the testers. In this process, testers grade the subjects according to their performance or by simulating the reports and summary materials submitted, so as to predict the actual working ability and level of the subjects in the positions to be hired. Scenario simulation test is mainly suitable for managers and some professionals. Commonly used scenario simulation tests are: (1), file basket operation. Put all kinds of letters, notes and instructions that may be encountered in practical work in a file basket, and ask the subjects to handle these documents well within a certain period of time, and make decisions accordingly, write letters and reports, make plans and organize work. Investigate the sensitivity, work independence, organization and planning ability, cooperation spirit, control ability, analysis ability and judgment and decision-making ability of the subjects.

(2) There is no leading group discussion. Arrange a group of unknown subjects (generally 6-8 people) to form a temporary task team, without specifying the task leader. Please discuss the given task freely and put forward group decision-making opinions. Testers observe the performance of each participant in the discussion, and examine their abilities and characteristics in self-confidence, oral expression, organization and coordination, insight, persuasiveness, responsibility, flexibility, emotional control, interpersonal relationship handling, team spirit and so on.

(3) management games. By playing games or completing a task together, we can examine the management ability, cooperation ability and team spirit of each subject in the group.

(4) role-playing. Testers set up a series of sharp interpersonal contradictions and conflicts, requiring the subjects to play a certain role, simulate some activities in the actual work situation, and deal with various problems and contradictions. Scenario simulation test can obtain more comprehensive information of the subjects and better predict the future work table, but its disadvantage is that it is difficult and time-consuming to observe and evaluate the subjects.

8, evaluation center technology

The evaluation center technology developed rapidly after World War II. It is the main form of modern personnel evaluation and is considered to be the most effective evaluation method for senior managers. A complete evaluation center generally takes two or three days, and the evaluation of individuals is conducted in groups. Subjects form a group, and a group of testers (usually the number of testers and subjects is 1: 2) conduct a series of evaluations including psychological tests, interviews and multi-scenario simulation tests. The evaluation results are comprehensively obtained on the basis of systematic observation by many testers.

Strictly speaking, the evaluation center is a procedure rather than a concrete method; It is a personnel evaluation process of organizing and selecting managers, not a space or place. It consists of a number of evaluators, who use various subjective and objective personnel evaluation methods to evaluate the abilities of the subjects for specific purposes and standards, so as to serve the organization in selecting, promoting, identifying, developing and training individuals. The biggest feature of the evaluation center is to pay attention to scenario simulation. An evaluation center contains multiple scenario simulation tests. It can be said that the evaluation center not only comes from scenario simulation, but also is different from simple scenario simulation, which is an organic combination of various evaluation methods.

The evaluation center has high reliability and validity, and the conclusion is of high quality. However, compared with other evaluation methods, the evaluation center needs to invest a lot of manpower and material resources, and it takes a long time, is difficult to operate and has high requirements for testers.