Contents and methods of talent quality evaluation

Contents and methods of talent quality evaluation

Introduction: Talent quality evaluation refers to the process of measuring and evaluating individual characteristics that directly affect work performance by using proven effective means. The following are the contents and methods of talent quality evaluation I brought to you, hoping to help you.

The surrounding environment we are facing is becoming more and more complex and integrated. The competition among enterprises is increasing day by day. In order to survive and develop, managers need to manage human, financial, material, information and time resources reasonably. Among the numerous resources of enterprises, human resources are dominant. In order to promote and maintain efficient work, enterprises and organizations urgently need scientific recruitment and selection of talents, reasonable talent allocation, fair talent evaluation and appropriate personal career guidance. Talent quality evaluation is a service based on providing scientific basis for recruitment, selection, training, distribution and career guidance, and improving the efficiency and benefit of individuals and enterprises.

Content of talent quality evaluation

The content of talent quality evaluation should be individual factors that directly affect work performance. Many studies show that individual factors that directly affect job performance mainly include conceptual cognitive wisdom, emotional wisdom, social behavioral wisdom, behavioral style and professional knowledge and skills.

Conceptual cognitive wisdom, that is, general cognitive ability, refers to the ability to receive, process and send conceptual information, which mainly includes reasoning and judgment, speech understanding, quantitative relationship, spatial ability, perceptual speed and so on. General cognitive ability reflects people's intellectual function level in the process of basic cognitive operation. Basic cognitive operation is the process of operating the basic expressions of concepts (words, numbers and figures) through basic cognitive processing processes (analysis, synthesis, recognition, judgment, reasoning, etc.). ). The level of intellectual function refers to the quality and quantity of information that an individual can process in a unit time. Because the basic cognitive operation runs through almost all jobs, the cognitive ability test of general talent quality evaluation has a high predictive power for almost all jobs.

Emotional wisdom refers to the usual experience in receiving, processing and sending conceptual information, self-information and interpersonal information, which mainly includes emotional stability, enterprise, self-confidence and self-esteem. Emotional wisdom has a great influence on personal work performance. The predictive power of emotional intelligence comes from their activation and self-restraint mechanism. Social behavior wisdom refers to the stable personality characteristics in receiving, processing and sending interpersonal information, which mainly includes the following contents: friendly and interesting groups, self-control consciousness, interpersonal communication ability and so on. Social behavior wisdom is a constant factor that affects the success or failure of interpersonal communication and social work (management, secretary, salesman, etc.). We call emotional wisdom and social behavior wisdom the degree of social maturity. The factors related to the degree of social maturity are the source of power or the lever to adjust the orientation of power, which has an important influence on personal career achievements. Behavior style is the personality characteristics of individuals in the process of solving problems, but there is no difference between good and bad, which mainly includes pragmatism and creativity, emphasizing logic and emotion, introversion and extroversion, A-type personality and B-type personality, interest and value orientation. On the one hand, a behavior style is more suitable for a certain kind of work; On the other hand, individuals with different behavior styles will show different behavior characteristics when doing the same job. However, behavior style does not determine the success or failure of work, but the factors that determine the success or failure of work are general cognitive ability, social maturity and professional knowledge and skills.

Evaluation method of talent quality

It is difficult for others to know their true colors because they are often covered by clouds. On this mountain? It's hard to see the real face. However, there is a good way to know yourself and know yourself. There are three commonly used evaluation methods: questionnaire test, structured interview and scenario simulation.

Talent quality evaluation questionnaire test is a kind of test form to evaluate the characteristics of the subjects by filling in the questions in the written materials. Paper-and-pencil test and computer test belong to this category. Questionnaire has an advantage in speed and accuracy, so it is highly valued. After about two hours of testing, you can get more comprehensive information about the subjects.

Structured interview for talent quality evaluation is an evaluation method rooted in strict job analysis and detailed topic setting. A large number of studies show that the predictive power of traditional interviews is low, while the predictive validity of structured interviews is high. Structured interview is very suitable for the selection and evaluation of high-level personnel. Structured interview is related to the evaluation content and the characteristics of candidates, which can effectively link the position characteristics with personal characteristics. When emphasizing the actual level of individuals, such as recruiting senior managers, the following procedures are appropriate: first, screening out individuals with low general quality through questionnaire tests, and then selecting outstanding individuals through structured interviews. Evaluation center technology is a test method to examine the practical operation ability of subjects by simulating scenarios. For example, the file box test can understand the skills of managers in dealing with official documents and daily affairs, and the leaderless group discussion can understand the organizational leadership ability of managers.

Trading skills; Leaderless group discussion can help you understand the organization and leadership ability of managers. At present, leaderless group discussion is widely used, which is mainly used for the selection and assessment of senior managers.

Talent evaluation includes two parts: measurement and evaluation. Measurement focuses on quantitative analysis, and evaluation focuses on qualitative synthesis. Therefore, after the evaluation, candidates should get a more detailed explanation, which can not only explain the quantitative difference between this person and others, but also know the comprehensive characteristics of this person. In this way, using the method of talent quality evaluation to evaluate individual factors that directly affect job performance can help managers and individuals know themselves. Managers can know themselves and know each other, be good at performing their duties and rationally allocate talents; Individuals can know themselves and know each other, position themselves reasonably and suit their duties.

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