How to build a complete personnel quality evaluation standard system

Master the basic principles, types, main principles and quantitative methods of employee quality evaluation, the composition, type and design principles of the employee quality evaluation standard system, as well as the methods of moral evaluation, knowledge evaluation and ability evaluation, and be able to use Various methods of employee quality assessment are used for corporate employee recruitment. Knowledge requirements 1. Basic principles of employee quality assessment (1) Principle of individual differences The object of employee assessment is human quality. Only when people's qualities exist and are different can employee evaluation have a realistic and objective basis. The basic assumption of employee evaluation is that there are differences in people's qualities. This difference exists objectively and cannot be transferred by will. (2) Principle of job differences (3) Principle of person-post matching The so-called person-post matching is to arrange people in the most suitable positions based on the different qualities and requirements of the human body based on the principle of people being suitable for their jobs and for their people. Maintain the isomorphism of individual qualities and job requirements, that is, maintain the isomorphism of personality needs and work rewards, so that people can make the best use of their talents and materials. Personnel-post matching includes: matching job requirements with employee quality; matching work rewards with employee contributions; matching between employees and employees; and matching between positions. 2. Types of employee quality assessment (1) Selection assessment: refers to assessment with the purpose of selecting outstanding employees. (2) Developmental assessment: refers to assessment for the purpose of developing employee quality, which can provide a basis for human resource development. (3) Diagnostic assessment: It is an assessment with the purpose of understanding the current situation or finding the root cause. (4) Appraisal assessment: Also known as critical assessment, it refers to an assessment with the purpose of identifying or verifying whether a certain quality is possessed and to what extent. It is often interspersed with selection assessments. 3. Main principles of employee quality evaluation (1) Combination of objective and subjective evaluations The so-called combination of objective and subjective evaluations means that in the process of quality evaluation, objective evaluation methods and methods must be adopted as much as possible while subjectivity cannot be ignored. The role of comprehensive assessment; it is necessary to emphasize objectivity, but not to pursue objectivity completely. It is necessary to maximize the objectivity of the assessment tool and the subjective initiative of the assessment subject, so that they can complement each other's advantages instead of opposing each other. (2) Combination of qualitative assessment and quantitative assessment. The so-called qualitative assessment adopts the method of empirical judgment and observation, focusing on evaluating the quality from the nature of the behavior; while the quantitative assessment adopts the quantitative method, focusing on the quantitative characteristics of the behavior. Assess the quality in terms of quality. (3) Combination of static assessment and dynamic assessment Static assessment refers to the analysis and assessment of the quality level of the person being assessed. It is assessed in a specific time and space using a relatively unified assessment method, without considering the changes in quality before and after. The advantage of static assessment is that it facilitates horizontal comparison and allows you to see clearly the differences between the people being assessed and whether they have reached a certain standard. But the disadvantage is that it ignores the original foundation and future development trends of the people being evaluated. Dynamic assessment is a quality assessment based on the process of quality formation and development rather than on the results. It is a quality assessment based on changes before and after rather than on the current standards achieved. Dynamic assessment is conducive to understanding the actual level of the quality of the person being evaluated, and is helpful in guiding and stimulating the enterprising spirit of the person being evaluated. But the disadvantage is that the evaluation results of different testees are not easy to compare with each other. (4) Combination of quality assessment and performance assessment. Quality assessment is an assessment of a person’s moral, ability, knowledge and physical qualities, while performance assessment is an examination and assessment of performance effectiveness. Quality and performance are mutually exclusive. Quality is the condition for achieving performance, while performance is the factual proof of quality. Therefore, performance should be predicted from quality assessment and quality should be verified from performance assessment. (5) Combination of sub-item assessment and comprehensive assessment. The so-called sub-item assessment is to break down the quality into individual items for independent assessment, and then simply add up the assessment results. The so-called comprehensive assessment is an overall and systematic assessment of all aspects of comprehensive quality.

4. The main forms of quantification in employee quality evaluation (1) Primary quantity and secondary quantification (2) Category quantity and fuzzy quantification (3) Sequential quantification, equidistant quantification and proportional quantification (4) Equivalent quantification The so-called equivalent quantification means to choose first An intermediary variable uniformly transforms various quality assessment objects of different categories or that are not homogeneous. 5. Quality Evaluation Standard System (1) Elements of the Quality Evaluation Standard System The evaluation of the quantity and quality of evaluation objects in the evaluation and selection standard system plays a "ruler" role. Quality can only express its relative level and intrinsic value through the standard system, or by projecting it into the evaluation standard system. It generally consists of three elements: standard, scale and mark. 1. Standards: The so-called standards refer to the inherent stipulations of the evaluation standard system, which are often expressed as descriptions and regulations of standardized behavioral characteristics or representations of qualities. Judging from the connotation it reveals, there are three types: objective form, subjective evaluation, and semi-objective and semi-subjective. From the perspective of standard expression forms, there are three types: comment phrase type, question prompt type and direction indication type. According to the method of evaluation instruction operation, there are determination formula and evaluation formula. 2. Scale: The so-called scale refers to the external form division of standards, which is often expressed as the regulation of the range, intensity and frequency of quality behavioral characteristics or performance. 3. Marks: The so-called marks are symbolic representations corresponding to different scales (range, intensity and frequency). They are usually represented by letters, Chinese characters or numbers. They can appear in the standard system or directly describe the standard. (2) The composition of the evaluation standard system The evaluation standard system is designed to be divided into two aspects: horizontal structure and vertical structure. The horizontal structure refers to decomposing the elements of employee quality that need to be measured and listing the corresponding items; the vertical structure refers to describing and specifying each quality with standardized behavioral characteristics or representations and subdividing them by level. 1. Horizontal structure of the evaluation standard system: The quality of employees, which many people also call capabilities, is coupled by multiple factors. In the design of the evaluation standard system, it can be summarized into three aspects: structural elements, behavioral elements and work performance elements. (1) Structural elements reflect the quality of employees and their functional behavior from a static perspective. It includes physical quality and psychological quality. (2) Behavioral environment elements reflect employee qualities and functional behavioral characteristics from a dynamic perspective, mainly examining employees' actual work performance and environmental conditions. (3) Job performance elements are a comprehensive expression of a person's quality and ability level. By examining the job performance elements, an appropriate evaluation can be made of the employee's quality and functional behavior.