Answering skills of talent evaluation

The answering skills of talent assessment are as follows:

The answer principle of talent evaluation:

1, first establish the post competency model, that is, the quality requirements of the post for talents.

2. Choosing an appropriate evaluation scale can ensure that the evaluation dimension can be mapped to the post competency model. It is convenient to correspond the evaluation results with the work requirements.

3. Compare the job requirements with the evaluation report, and select the appropriate talents according to their matching degree.

Evaluation and publicity:

1, the evaluation is not aimed at employees, the evaluation results are not good or bad, and it has no influence on the positions of the post personnel, so don't worry too much, just choose to answer the questions according to your actual situation.

2. Through the evaluation, we can understand each colleague's innate talent advantages, find out their own strengths and weaknesses, and make suggestions for the improvement and development of customers' comprehensive ability.

3. Through evaluation, colleagues can have a deeper understanding, which will directly improve teamwork and collocation, and also improve work efficiency.

The role of talent evaluation:

1, which is beneficial to the selection and use of talents;

The traditional selection method has strong subjectivity and randomness, which often leads to the adverse consequences of employees not adapting to their jobs and overstaffing. Using talent assessment technology, we can fully understand people's quality, so as to make people different and positions match. When enterprises need to recruit talents from outside, they can master the quality of candidates through talent evaluation, so as to select the best candidates.

When personnel adjustment is needed within an enterprise, talent evaluation can be taken as an important reference for this adjustment, which is conducive to the full use of talents.

2, contribute to the comprehensive investigation of human resources:

Traditional human resource information generally includes simple information such as gender, age and education background. However, in the fierce competition of modern society, it is far from enough to have this information, because it can not fully and accurately reflect the quality of personnel, and it is even more difficult to judge whether candidates can meet the needs of future development.