What are the commonly used talent evaluation tools for HR? What are their advantages and disadvantages?

Friends of HR must have heard of all kinds of talent assessment, large and small, and they will also come into contact with some because of their work needs. Bian Xiao helps you sort out 15 popular evaluation tools in the workplace and make a brief introduction.

1, CD

These four letters stand for four types: D: dominant, I: influential, S: stable and C: obedient. It is a kind of personality assessment, and its theoretical origin is maston's Normal Emotion, which is owned by Inscape Publishing House.

Application: DISC represents an observable human behavior and emotion, which will give you a deeper, more specific, complete and objective understanding of yourself and others. At present, in addition to being widely used to organize talent assessment in China, recruitment, post adjustment, leadership improvement and training needs can all be based on this.

Limitation: DISC's result description is stable in time, but it lacks spatial (cross-scenario) consistency, which may lead to different behaviors in different scenarios.

2、MBTI

The full name: Myers-Briggs Type Indicator, which is also a kind of personality assessment, was formulated by Briggs' mother and daughter after studying Jung's "psychological type" theory, and CPP has its copyright.

Application: MBTI is the most widely used personality test tool in the world today. It has been translated into nearly 20 major languages around the world, with more than 2 million users every year, including many large enterprises in the world's top 500. MBTI is mainly used to understand the work style, characteristics, occupational adaptability and potential of the subjects, so as to provide reasonable suggestions for work and interpersonal decision-making. In China, it is mainly used for management consulting and training, career planning, marriage and school education consulting. In view of its theoretical depth, it is unique to study the personality characteristics of normal people, predict their behavior and plan their career.

Limitations: Because it is too famous, there will be many disapproving voices. Bian Xiao believes that this kind of evaluation is very helpful for objective understanding and self-improvement. The fly in the ointment is that it is sometimes too subjective when used in workplace evaluation.

3、CPI

The full name is California Psychological Questionnaire, California Psychological Questionnaire.

CPI is a personality measurement tool developed by Goff (1957) for normal people. CPI is the sister scale of MMPI, which can also be said to be "disease-free MMPI".

Application: Its history is shorter than MMPI, but its application scope is expanding, and the number of countries applying it is also increasing. CPI is also widely used. In educational psychology, CPI can be used to predict academic performance and creative potential, and can provide guidance for major selection. In the aspect of management psychology, it can be used to provide reference for candidates' management potential and job performance prediction, and can also be used to recruit employees, plan their careers, reserve leaders, and build efficient organizations and construction. It is considered as a potential candidate test abroad.

Here, Bian Xiao also mentioned MMPI (Minnesota Multiphasic Personality Questionnaire) and Minnesota Multiphasic Personality Test. It is by far the most widely used and authoritative paper-and-pencil personality test. The method of making this questionnaire is to predict normal people and mental patients respectively to determine which items have obviously different reaction patterns, so this test is most commonly used to identify mental diseases. CPI is one of the earliest research members of MMPI, which was brewed by American psychologist Goff in view of the limitations of MMPI in normal people.

4、OPQ

Full name: Professional Personality Questionnaire, SHL (now acquired by CEB) "Hua Dan is in charge".

Application: A occupational character assessment widely used in the recruitment field. I believe many people have made such an assessment when they first entered the enterprise. Based on several theoretical models, it has won the favor of more than N enterprises, including the top 500 enterprises.

As a professional evaluation service company, SHL has nearly 100 evaluation tools. It helps customers to improve enterprise performance through excellent talent intelligence and decision-making in the talent employment cycle from recruitment and employment, employee development to successor planning. In addition to OPQ, there are many mainstream evaluations such as MQ, Verify, SJTs and DAP.

5、DPA

The full name is dynamic personality assessment.

DPA (Three-dimensional Personality Dynamic Management System) is a representative product of DPA Research Center, and it is also developed on the basis of temperament theory combined with Jung's personality analysis theory. It divides people's personality into five categories: the strategist of spades, the dreamer of hearts, the peacemaker of clubs, the architect of squares and the comprehensive diplomat.

Application: DPA consists of three systems: work, family and individual. Multi-dimensional analysis can help people better understand and understand themselves, shape happy and harmonious family relationships, help business owners and senior managers to improve their character leadership, combine and motivate employees with different types and motivations, build excellent power enterprise teams, effectively reduce employee turnover rate, enhance employee loyalty, stimulate employees' mobility and improve enterprise performance. As a talent-driven system that uses personality knowledge to optimize personal status and start people's motivation, it is widely used in the fields of selection, recruitment, performance improvement, team building and so on.

6. Learn quickly

Thinking acuity is defined as "the ability to learn from experience and apply it to new situations", which is the flagship series of products of Brilliant International.

Application: Learning agility, as an effective tool to measure potential, is often used in the development of high-potential talents. Learning Agility Architect divides the thinking acuity into five dimensions: interpersonal, change, result, mind and self-awareness, and covers various applications through three assessments: viaEDGE, Choices and Learning from Experience interview guide.

Glory International also has some well-known evaluations, such as decision dynamics, which are used to evaluate self-emotional cognition, control ability and interpersonal skills, professional value, and analyze professional motivation and professional values.

7, ha

The full name is Harrison assessment, Harrison assessment. Copyright belongs to Harrison Evaluation International Company.

HA method combines contract performance theory and contradiction theory. Its original intention is to help enterprises optimize human capital.

Application: HA has become an excellent tool for selecting, recruiting and developing leaders/managers by measuring 78 suitability factors in four aspects: personality characteristics, task preference, interest and working environment preference.

8、PDP

Full name: professional dyna-metric programs, a kind of behavior style evaluation, originated from many classic theories and studies such as "intelligence theory" and "trait theory".

Application: It is praised by some media as the most extensive and accurate human resource diagnosis system in the world today. It roughly divides people's personality into five types through questionnaires: tiger type, peacock type, koala type, owl type and chameleon type. Like the previous two evaluations, PDP has been widely used in many aspects of enterprises, such as recruitment, team building and motivation of middle and high level.

9、FIROB

FIROB is a combination of foundation, interpersonal relationship, orientation and behavior. It "explores the typical way you interact with others". FIROB is related to three orientations: tolerance, control and emotion. Every orientation is an aspect of people's behavior relative to others.

Application: This behavior style assessment is based on the analysis of interpersonal needs, which effectively helps to improve people's performance and growth in the organizational environment, so it has a very good effect in improving leadership, team building, conflict management and coaching.

As an evaluation tool of CPP, it can also be used in conjunction with tools provided by CPP such as MBTI and CPI.

10, caliper profile

It is the core evaluation system of calipers, and its theoretical origin comes from one sentence: skills can be taught, but attitudes and motives cannot.

Application: enterprise-oriented, involving recruitment and selection, staff development, team building and organizational development, covering a wide range. Calipers focus on product development and discuss the influence of ability and personality on job performance. The evaluation results will study the natural strength, motivation and potential required for the success of a specific role. It is widely used in recruitment, personnel training and corporate culture.

Caliper First Step also enjoys a good reputation in evaluating sales and service potential.

Hoganlide 1 1

Hogan assessment is a set of professional personality assessment tools focusing on performance-related behaviors, which was developed from the famous Hogan Personality Assessment published by Dr. Robert Hogan in 1970s. This assessment tool is considered to be the first personality measurement tool specifically for commercial organizations. Until today, it is still providing personality assessment services for many enterprises and organizations, especially in leadership assessment.

Hogan Lead is the evaluation focused on leadership in the Hogan evaluation series, and there are also a series of evaluations such as Hogan Select and Hogan Development.

Application: Hogan leadership, as the mainstream leadership evaluation in the current market, helps leaders clearly understand their work performance and core driving factors by analyzing information such as potential, challenges and values, and provides them with strategic self-awareness to make outstanding leaders become great leaders.

12, Li

This is called leadership effectiveness analysis.

The leadership assessment tool of MRG(ManagementResearch Group) is the effective path discovered by Dr. Mahoney, the founder of MRG, by combining psychology and observing the leadership behavior in the enterprise situation. Diagnostic assessment can provide clear insight: point out the needed changes and point out the direction of change.

Application: This evaluation especially measures the complexity and richness of individual behavior in organizational relationships. By defining the six functions of a leader's role: establishing vision, making follow-up, implementing vision, achieving results, executing and teamwork, one can tailor one's personal development plan and truly exert leadership effectiveness.

As a sales evaluation tool, MRG's SPA (Sales Performance Evaluation) is also widely used in different industries. It analyzes the external factors of salespeople, and establishes a practical model of six driving factors+18, which also provides a clear insight for individual sales and team sales.

GMI 13

The full name is global thinking list and global thinking scale.

Application: An evaluation of gray is often very high, which was initiated by Najafi Institute of Global Mentality under Thunderbird. The assessment measures nine kinds of abilities, such as intelligence, psychology and social interaction, aiming at helping global leaders to cultivate their ability to influence individuals, teams and organizations, get rid of localized thinking and integrate into the global environment.

14，SPM

The full name is raven's standard progress matrix, raven's standard reasoning test.

It is a non-verbal intelligence test, which is used to test a person's observation ability and clear thinking ability. The theoretical hypothesis of this test comes from C.Spearman's two-factor ability theory. The theory holds that ability is mainly composed of general factors (G) and special factors (S). The former is reflected in all intellectual activities, and everyone has different levels, which determines people's intelligence; The latter corresponds to various specific activities.

Application: The test has high reliability and validity, short test time, intuitive and simple interpretation of the results, and is often used as an auxiliary evaluation for intelligent diagnosis and talent selection and training. In addition, there are color reasoning tests (CPM) suitable for children and mentally retarded people and advanced reasoning tests (APM) suitable for people with high intelligence level.

HBDI 15

The full name is Herrmann brain dominance instrument, which was founded by Dr. Ned Herman in the United States on 1976 on the basis of a series of physiological and medical studies, and is used to evaluate people's brain thinking preferences. And soon developed a whole brain thinking model that is still used all over the world, which is a very good intelligence test.

Application: The four models of the whole brain model are logical, organizational, communicative and utopian. People have different ways to identify and absorb information, make decisions and solve problems. Once a person understands his own way of thinking, the door to personal and interpersonal development such as communication, leadership, organization, problem-solving ability and decision-making ability will be opened. Therefore, it is widely used in personal growth, self-awareness, management, sales, communication, research and development, counseling, teaching, design, coaching and many other aspects.

Source: Human Resources Magazine