How is the talent evaluation scale compiled? Urgent, 100 integral.

The basis of evaluation model development

Talent evaluation is often inseparable from psychological testing. Traditional psychological tests often examine a certain quality of an individual. Psychological test scales are generally developed according to the characteristics of a certain psychological structure, such as the intelligence test scale, which is developed according to the theoretical structure of intelligence and measures various factors of intelligence, including language, numerical operation, logical reasoning, spatial relationship and so on. Another example is the personality test, which measures personality factors according to the theory of personality traits. For example, the famous 16PF test measures 16 personality factors, and the Big Five Personality Scale measures five personality traits. The characteristics of a single psychological test are that there are many psychological indicators measured, but the requirements for work quality are not targeted, or the important work quality characteristics to be investigated are not included in the selected scale. On the other hand, because different positions have different requirements for personnel quality, for example, the post quality of secretaries is obviously very different from that of senior managers in a department. If you don't distinguish between positions, it is obviously difficult to judge whether the applicant meets the requirements of the position with the same measurement tool. Therefore, in order to select people who meet the job requirements, a single psychological test result can no longer effectively provide sufficient and reliable basis for decision makers in personnel selection.

In view of the fact that a single psychological test result can only predict an individual's job performance in a very limited way, researchers try to examine job quality requirements from a new perspective, among which McLelland puts forward a competency model, which opens the prelude to the study of competency characteristics. At present, it is generally believed that competency is more predictive of job performance, and it is necessary to comprehensively measure the post competency in order to select excellent candidates with competency. According to the definition of competency, it consists of a series of potential characteristics, including motivation, characteristics, self-concept, knowledge and skills. Among them, characteristics and motivation are the core components and the underwater part of the "iceberg", which is invisible and difficult to develop; Skills and knowledge are the water part of the "iceberg", which is visible and easy to develop. Because traits and motivation have stronger predictive power on job performance, and it is difficult to cultivate and develop, and it is not easy to judge from the surface, so from the perspective of personnel recruitment and selection, it is necessary to select qualified personnel from these aspects.

McLelland and his successors have studied hundreds of jobs according to the competency theory, and obtained a series of job quality models, which are an important basis for our research and development of recruitment evaluation system. On the other hand, Nomstar has a long consulting history in the construction of competency model. Successful cases include the construction of competency model for middle and senior managers of China Construction Bank and China Aviation Group, and the development of competency model for reactor operator (RO/SRO) of Guangdong Daya Bay Nuclear Power Station. He has accumulated rich experience in the construction of competency model. Therefore, our practice in developing post competency model is also an important source of developing evaluation model of recruitment evaluation system.

In addition to the theoretical and practical basis of competency model, we also systematically analyze the job descriptions of different positions, and extract an important competency that a position must have from the job descriptions.

In addition, we also refer to the work dictionary developed by the U.S. Department of Labor, which contains the quality requirements such as ability, skill and personality that different jobs must have. On this basis, combined with the characteristics of Chinese enterprises and China's national conditions, the types and characteristics of post qualities that similar posts in China must have are determined.

In short, the theoretical basis for the development of job evaluation model mainly comes from competency model, the theory and practice of job (job description) analysis and the work dictionary of the US Department of Labor.

Theoretical basis of the development of evaluation tools

The post quality evaluation model is only the basis of evaluation. To measure the quality of candidates, there should also be corresponding evaluation tools. Therefore, starting with the relevant literature retrieval, this paper makes a theoretical analysis of important psychological quality and determines its theoretical structure. Then the scientific scale development process is adopted, and the formal scale is finally formed through the development of the problem book, prediction, item analysis, retest, revision, reliability and validity analysis and norm sampling. It can be said that we have comprehensively analyzed the psychological quality characteristics of China people according to the classic and scientific scale development process, and formed a localized psychological quality evaluation tool with independent intellectual property rights. Because it is a localized scale, unlike foreign scales, my evaluation tool is more targeted. The results of many years' practice show that our standardized evaluation tool has good reliability and validity.

Several key evaluation tools (scales) used in recruitment evaluation include: general aptitude test, innovation test, problem-solving test, cooperation test, communication test, information processing test, learning test and personality test. These scales are our own localization standard evaluation tools. Because there are many scales involved, we can't list the development process one by one here, so we can only choose one for a simple explanation. See appendix.

Appendix: Development of Communication Ability Test

Communication ability test research and development report

1 theoretical basis of communication ability

Different scholars have different views on the concept of communication. We refer to Johnson's (1975), Harris's (1987), Robbins's and murcott's (1987) definitions of communication, and think that communication is "the interactive process between the sender and the receiver of information", and communication ability is "individuals in different situations.

2 communication skills exam preparation process

The first stage is the compilation of test questions. Including determining the operational definition of evaluation dimension, collecting and compiling the material of the question, and finally screening and finalizing the question through brainstorming.

The second stage is preparing for the exam. Choose a sample book to make a prediction, make two predictions altogether, analyze the items of the scale in the middle, and adjust the questions.

The third stage is the revision of the test questions. After the large-scale measurement, make an all-round statistical analysis of the scale and delete the items that do not meet the measurement requirements.

The fourth stage is the standardization of testing. It mainly carries out reliability and validity test and norm data collection.

3 test results

The results of reliability analysis show that the retest reliability of the scale is 0.60-0.75, the whole scale is 0.74, the homogeneity reliability (Cronbach α coefficient) is 0.65-0.78, and the whole scale is 0.79. The results show that the reliability of the scale is ideal.

The empirical validity test results show that up to 86.6% of the test results are basically consistent with the actual situation of the subjects, which shows that the scale has good empirical validity.

4 conclusion

Item analysis shows that most items in the scale are of good quality; The reliability test shows that the two tables have good stability; The results of validity analysis show that the scale is effective.