[Reprinted] How to judge whether the talents in your interview are qualified

Generally, it is based on a comprehensive inspection and judgment based on talent standards.

Talent identification is guided by the scientific talent concept and uses scientific talent assessment technology and means to identify real talents that meet the needs of the enterprise. Only by correctly identifying the knowledge, skills and abilities of talents can we provide a scientific basis for the selection of talents and lay the foundation for human resources management. The identification of talents must be centered on establishing a job competency model, which examines the quality of personnel.

The identification of talents may vary greatly due to different perspectives. However, a person's qualities, including ability, moral character, etc., all exist objectively. As long as you pay attention to observation from many aspects, as long as you are out of a public spirit and listen to the opinions of the people, it is not difficult to distinguish whether it is "jade" or "stone". of.

The responsibilities of the Human Resources Department in the talent identification process mainly include:

Talent standards:

1. The first standard of talents - Behavior

Among the talent standards, moral character is a necessary condition for talents, while knowledge, skills, abilities and performance are general conditions. The so-called moral character refers to the embodiment of human inner spirit. Whether a person can make positive contributions to mankind, the country, and society is crucial to his or her character. A philosopher said that morality can make up for the lack of wisdom, but wisdom can never make up for the lack of morality. Therefore, as a talent, moral character is always the first condition.

2. The second criterion of talent - Knowledge

So what is knowledge? In short, knowledge is the understanding of the facts and status of things obtained through practice, research, contact or investigation, the understanding of science, art or technology, and the sum of the understanding of truths and principles obtained by human beings. Broadly speaking, knowledge is the sum of human understanding and experience accumulated about nature and society. The Organization for Economic Cooperation and Development (OECD) divides broad knowledge into four types according to content. The first is the knowledge of "knowing what", that is, the data that records facts; the second is the knowledge of "knowing why", that is, the theory of recording the principles and laws of nature and society; the third is the knowledge of "knowing how to do" , which refers to the actual skills and experience of a certain type of work; the fourth is the knowledge about "knowing who", which refers to the information of who knows what, who knows why and who knows how to do it. Among them, the knowledge about "what" and "why", that is, the theoretical system about the laws and principles of movement of nature and society, can be called the concept of knowledge in a narrow sense.

In terms of form, the first two types of knowledge are cognitive knowledge that is easy to record in writing. Some people call it "tangible knowledge", which is very easy to encode (informatization) and can be obtained through various media. The third and fourth types of knowledge are more unrecorded experiential knowledge. Some people call it "tacit knowledge" or intangible knowledge, which needs to be obtained through practice.

As an important criterion for measuring talents - knowledge, people are accustomed to looking at academic qualifications and diplomas. Therefore, for a long time, those with academic qualifications or some academic titles have often been labeled as talents. Label, and it is difficult for people with low academic qualifications and self-taught people to be recognized even if they are capable. Being one-sided or too focused on academic diplomas ignores the important epistemological principles that practice is a larger school and that practice can also learn and accumulate knowledge. Therefore, to see whether a person possesses the necessary knowledge as a talent, one cannot just look at academic qualifications and diplomas.

3. The third criterion of talent - Skill

The so-called skill refers to a certain movement method, movement system or intellectual activity method formed by people through practice. According to the difference between internal and external "actions" in skills, skills can be divided into action skills and intellectual skills. Such as driving, mechanical operation, shooting, grappling, writing, etc., are action skills; and those mainly performed by internal psychological "movements" or intellectual activities, such as negotiation, information processing, scientific exploration, investigation and research, and the application of high-tech products, etc. Skills are intellectual skills. Just as skilled motor skills enable a person to successfully complete various external activities, skilled intellectual skills are also an important condition for a person to successfully complete various intellectual tasks. Motor skills are mainly realized with the help of bones, muscles and corresponding neural processes; intellectual skills are realized with the help of language and thinking. In the formation and development of intellectual skills, thinking activities play an important role. Motor skills are obviously mechanical and relatively simple because they are mainly composed of external actions; while intellectual skills are abstract and complex because they are mainly composed of internal psychological activities; therefore, there are obvious differences between the two.

As one of the important criteria for talents, skills are very necessary for a talent, because people must have some basic skills to live in society, or even to study and work. So in a sense, skills are more important than knowledge. Therefore, in today's society, the emphasis on skilled talents has reached an unprecedented height. Therefore, no matter how highly educated you are, you need to have the corresponding skills, especially the skills that are necessary for production practice and work.

4． The fourth criterion of talent - Creativity

Creativity is an important criterion for talents. Creativity is also one of the important criteria for distinguishing talents from talents, and between high-level talents and ordinary talents. The so-called ability refers to the psychological conditions for a person to successfully complete a certain task, including the psychological conditions for mastering knowledge and skills. The mastery of knowledge and skills is usually faster than the development of abilities, and well-developed abilities have a wider transfer effect than mastering a certain range of knowledge and skills. Certain knowledge and skills can only solve specific related problems, while ability can transfer the application of knowledge and skills to other related problems, thereby solving new problems that have never been encountered before. That is to say, using the knowledge and skills already mastered to solve new problems; or based on practice, to further deepen and enrich the knowledge and make the skills more refined and expanded. This is what we call ability.

5. The fifth standard of talent—Performance

Performance is the most realistic standard for measuring a talent. The so-called performance refers to the total amount of material wealth or spiritual achievements created by workers through active labor through the use of knowledge and skills within a certain period of time that meet the requirements of the country or society. As a performance, it is usually a specific, measurable, achievable, relevant and time-limited result, which is the unity of quantity and quality.

Talent value judgment model:

1. Interrelationships between talent standard elements

The scientific concept of talent considers morality, knowledge, and skills (Skill), performance (Performance) and other factors are the main standards for measuring talents, and each standard element is an organic whole that is interconnected and interactive. However, the status and functions of these standard elements are different. Moral standards are indispensable conditions, while elements such as knowledge, skills and performance are general conditions for talents. Strictly speaking, the status and functions of the three are also different. Similarly, historically speaking, performance is the most important, but from a development perspective, knowledge, skills, and especially the potential creativity of talents are more important and valuable. Ability is a skill that is acquired and continuously developed through learning and practice. A certain ability is a necessary condition for mastering knowledge and skills, and the process of mastering knowledge and skills is also the process of forming and developing abilities. Without specific knowledge, , Mastery of skills cannot improve abilities. Ability comes from knowledge and skills, and is higher than knowledge and skills. It is the sublimation of knowledge and skills in human understanding and practical application. Performance is the fruit of character, knowledge, skills and creativity.

2. The use value and value of talents

Talents have value and have the dual attributes of use value and value. The use value of talents refers to the attributes of talents that serve society and business organizations and can create new social wealth for society and business organizations. The value of talents refers to the general social labor condensed on individual talents, or the sum of the value that talents have created for society in the past and the social value that they may create in the future expressed in monetary form; in other words, it is the sum of the social value expressed in monetary form. The sum of the stock of various useful factors such as knowledge, skills, creativity, performance, etc. in talents themselves.

3. Talent value measurement

The moral character, knowledge, skills and performance standards proposed by the central talent decision are only a principle standard for evaluating and judging whether talents are talents. This standard creates a new realm of the concept of talents, but it cannot Based on this standard, it is specifically judged whether a person is a talent. Therefore, it is necessary to further use mathematical methods and economic means to evaluate and measure the value of each talent element and the synergy of each element, predict the use cost (market cost) of such talents, and then use the principles of value engineering to calculate The value coefficient of talents is compared with the average value coefficient of similar personnel as a reference for judging talents.

Due to the different status and functions of each talent standard element, appropriate weights should be assigned when evaluating and measuring talent value. Morality is a necessary condition for talent, and its importance can be reflected in the form of a value correction coefficient (which can be represented by λ, with a value ranging from -1 to 1). The value of knowledge, skills, performance and other elements can be evaluated and measured based on their respective importance and market value.

The talent value measurement model can be expressed as:

P=λB (PK+PS+PG+PP)

4. Talent value judgment model

According to value engineering Based on the theory, the talent value coefficient can be expressed as:

VR =λB (PK+PS+PG+PP)/C

VR - talent value coefficient

PK——Evaluation value of knowledge element

PS——Evaluation value of skill element

PG——Evaluation value of creativity element< /p>

PP - Evaluation value of performance factors

C - Human Capital (Human Capital), taking the average market cost of similar personnel

< p> Calculate the talent value coefficient VR based on the above formula, compare VR with the average value coefficient of similar personnel, and those who are greater than the average can be called talents. Here, we call the average value coefficient of similar people in the market the talent value evaluation scale.

From the above formula, we can further see that: Morality is a necessary condition for talents and is indispensable; while knowledge, skills, performance, etc. are general conditions for talents, and they may not necessarily be possessed or achieved at the same time. The same standard, but at least one thing should be possessed. In layman's terms, it is a skill. Of course, if you can meet these conditions at the same time, you can be called a "perfect" talent, but generally speaking, it is impossible for everyone to pursue perfection. Therefore, for talent managers, we cannot blame talents for perfection. However, as a person who is aspiring to become a talent, or even a great talent, he should strive for perfection to the maximum extent and become a talent of great use to mankind, the country, and the people.