Hello, what is the main evaluation of personnel evaluation? Do you want to introduce yourself and interview?

Personnel evaluation is the most important link in the recruitment workflow, and it is also a major feature of SGM's way of recruiting and selecting employees. In order to ensure that the company can recruit and select high-quality employees to meet the needs of first-class enterprises and first-class products, the company draws on the experience of employment evaluation centers of some factories in China and the United States, and combines the unique "personnel evaluation" of German culture and personnel policy to supplement fresh blood.

"Personnel evaluation" is actually IQ+personality test+management ability.

1. Puzzle (allegedly called IQ test)

Observe the composition law of a given set of pictures and find one of the six options to make the set of pictures complete and reasonable. The number of questions is 60, and the time is about 15 minutes (there are 3 minutes to paint the answer sheet and the machine-readable pencil). There is a detail that needs attention: in fact, many people can't finish it, but when the evaluator stops, he must stop and stop answering questions. Otherwise, it is likely to be deducted, at least the impression will not be good. Their evaluation is based on the total score of each test and other factors are considered comprehensively. Every detail of us is a test center.

2. Personality test

Personality orientation test, mainly through answering questions to understand your personality, whether it is suitable for this kind of work.

40 questions, all multiple-choice questions, right or wrong doesn't matter, choose the option closest to you. For example, you are shy when there are many people. A exactly. B is right. C is a little right. D is a little incorrect E is incorrect. F is incorrect. Please select an answer. All the questions are similar, you just need to answer truthfully. There is another detail to pay attention to: be sure to answer truthfully because some questions are very tempting, and you will feel that choosing this answer will be better than choosing that one. But there may be another topic similar to this one, which makes your choice different twice! ! For example, you are an extrovert. A is the opposite of B. Yes, C is a little extroverted. D is introverted. E is introverted. F introverted personality. If you choose F (because you will choose not to be shy and unable to communicate with others) and D (if you are introverted, you will be more practical in your work. Would you think so? ), and then compare these two topics. Actually, they are the same. Why choose different topics? Do you want the examiner to think that you are filling in the blanks blindly, or do you want to give him the feeling that you don't even know yourself?

3. Paper chairs (focus on key issues and teamwork)

I've only heard of paper tigers, and I've seen paper chairs for the first time.

Divide the participants into two groups with five or six people in each group. Two groups * * * complete a task: make a chair with 150 A4 printing paper. The height of the chair is required to reach 75CM, which can bear a plastic tray and the appearance is as beautiful as possible. The tools provided are stapler, ruler, glue, pencil and knife.

Grouping requirements: each group should complete two chair legs, an armrest, a chair back and a chair surface. Do it separately, don't meet each other, and the two groups will meet each other after completing their tasks.

Time schedule: 45 minutes, 65,438+00 minutes ago, 65,438+05-20 minutes, 30-35 minutes * * The two groups have three opportunities to meet, but each group can only send one person at a time, and two people are allowed to communicate in a neutral place (semi-finished products are not allowed). In the process of communication, there is a special person to record and exchange ideas and plans. It is impossible for each group to send the same person to communicate every time. The assembly time is only 5 minutes (otherwise, everyone will not do it until the assembly time).

In the whole process, several evaluators will pay attention to each evaluator's role in the group and his suggestions, as well as his performance when communicating with another group, and comprehensively score each group member.

Analysis: This question is obviously focused on examining everyone's communication ability. The two sides are cooperative, but basically isolated, and have no idea what the other side is doing, what requirements are there for size and appearance, and how to assemble them. Therefore, it is particularly important for several team members who participate in intermediate communication to accurately grasp each other's information and convey their own information when communicating with another group. Once the communication fails, this huge project will be finished:)

Second, this question is also a test of everyone's ability to grasp the key points. At that time, many people in our group were most worried that 75 sheets of paper were not enough. Some people say that the chair legs should be thick and the chair surface should be thick to bear the tray, and because of the height requirement, there is less paper, so we have to calculate the area ourselves. There is nothing wrong with this, but it fails to grasp the key points and consider the overall situation. My first reaction was to grab the plastic tray and weigh it gently. I tell you that the tray is based on my experience in trying samples in the injection molding workshop, and it is less than 100g, which can basically be used as air, as long as the chair can be made. At that time, the lady who found the surveillance smiled, which should be a good impression, haha. So where is the key problem? That's what I just said. We need to be able to make chairs In other words, the big problem is how to connect the chair legs made of paper with the chair surface, armrest and back. In fact, in the end, everyone just couldn't connect and failed. My focus has always been connectivity, which seems to be favored by evaluators.

Conclusion: Generally speaking, it is difficult to succeed. The young men who took part in the evaluation were very confident and even conceited, and their teamwork ability was poor. They did not listen to other people's suggestions and always followed their own ideas, which caused great communication problems. Moreover, it is easy to ignore some invisible details, and it is always entangled in whether the paper is enough or not, and there is no publicly elected commander. Then what we can do is to listen to other people's suggestions as much as possible, find out the key problems, and try to be thoughtful when communicating. Your efforts will be fully recorded by the appraiser.

Experience: According to some people attending the meeting, when summing up the gains and losses, they all ask about poor performance, and most of them will be eliminated. I don't know if it's true, but no one asked me at that time:)

4. Temporary section chief (management ability test)

Topic: suppose the foreman comes to work in the morning and finds that there are many things to deal with. For example, when a VIP came to visit, a machine broke down and someone asked for leave to go home. The computer is broken again, a pile of goods in the workshop has hidden dangers, and the quality inspection materials are unqualified. /kloc-there will be an early meeting or personnel training at 0: 00. Put what you think needs to be dealt with first, then what needs to be dealt with urgently, and so on. Ask for a clear reason for your ranking.

10 minutes later, everyone stopped writing, collectively discussed a more reasonable ranking, filled it in on a piece of paper, and handed it in with what everyone just filled in.

Point analysis: see if you understand! An excellent manager will always arrange his work in an orderly way and take his time; A superficial and incompetent leader will make a mess of his work, pay attention to one thing and complain everywhere.

Your answer will reflect your level. More importantly, collective discussion. If your work arrangement is reasonable, and you can thoroughly understand and agree with your arrangement in the following discussion, there is no doubt that you are the most suitable for management, and your interpersonal relationship is handled very well, which can drive the team to run at a high speed. So, you are not the core. Who is the core? The essence of the test is to see how you work in a group, how much weight you have and whether it is suitable for the company's competency model. In this team test, if the discussion results are the same as yours, and you can accurately describe and convince people when you speak, you will definitely get the highest score.

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interview

Just chatting, not a matter of principle, just a supplement and comprehensive evaluation of some just now.

Generally, you will be asked about your previous company, the nature of your work, the reasons for leaving your job, salary requirements and your understanding of GM. After that, I will give you a brief introduction of GM and the general requirements for new employees. What needs to be emphasized all the time is that unless necessary, please don't hide anything, answer truthfully, keep relaxed, and let the interviewer absolutely believe your sincerity.

Remember: please keep your mobile phone turned off from beginning to end (at least it's vibrating and you can't answer the phone). We'll talk about this later.

Step 3: Professional interview (direct supervisor interview)

The evaluation results of the talent evaluation center will come out in about two days. Inform the interview post supervisor of the list of qualified candidates, and the evaluation center will meet with the supervisor to inform the candidates to conduct professional interviews. Hehe, I was so good that I was directly left for a professional interview with another girl. Unfortunately, my supervisor went to Beijing on a business trip, which led me to make another trip in vain, alas. ...

The professional interview is actually very simple, simpler than the previous assessment. Basically, you just need to meet and chat casually, and observe whether you are suitable from the chat process (because you have admitted that you have the ability to stand firm after passing the previous test). Of course, you need some work experience. But you don't need to draw a picture for him to see, you don't need to go into the factory to solve on-site problems, you don't need to look at drawings, and you won't be asked to what extent you have mastered office software.

First, I'll let you introduce yourself. Remember to be concise, get to the point, and speak confidently and easily. After that, the supervisor will talk about the requirements of this position and ask if you have actually done it, and what is the difference between your previous job and your present one. I may ask you if you have confidence, but I won't ask you how to deal with this problem.

It's that simple. The same is true of Nokia and Bell (very few special positions need real knives and guns), and many people don't know what's going on when they go in.

Need to mention the problem of mobile phone again.

On the day of my interview, another person went to a studio with me. His position is different from mine, but the supervisor is the same. We interviewed together.

That guy stayed with me in the office for half an hour, and no one paid any attention to us. Then he got upset and took out his cell phone and sent a message. Until the director called into the conference room for an interview, he was still busy delivering the last copy on the way. As a result, the supervisor said, you seem to be very busy. Go into the meeting room and let him introduce himself and say you can go back. Don't waste his time. This is the trouble brought by mobile phones. Be sure to turn it off during the interview. Not enough vibration. Don't be impatient. Always keep a peaceful mind. There are many people watching our words and deeds, and those onlookers decide our fate.

I interviewed for a mold maintenance project, which is actually the design and maintenance of sheet metal stamping mold and the procurement of mold. The supervisor said that it was different to forget the past, but we still talked a lot. That guy studied in Shanghai Jiaotong University for two years, and then entered the molding simulation laboratory of our school through exchange training between brother universities for the last two years, so he had a special liking for me. Unfortunately, I have no experience in this field, and it is really difficult to consider, so I finally gave up. His idea is fairness and justice, not abuse. For this model repair project engineer, he didn't recruit for half a year, and he didn't recruit one first until there was a suitable one. This is a general employment mechanism, which checks at different levels.

Don't get flustered and excited during the interview, but treat it with a normal heart. In particular, some people tremble all over and their words tremble. If so, there is nothing to say. What's the use of not having confidence?

According to reports, Shanghai General Motors will re-investigate the work ability and performance of employees from time to time, and find that the evaluation results of the talent evaluation center are consistent with the abilities shown in the later work. This shows that people's evaluation and employment are based on certain quantitative indicators, which is basically reasonable.

Next is the physical examination and registration.