What are some of the most common talent assessment tools used by HR? What are the advantages and dis

In terms of assessment scales, HR uses a lot of well-known test scales: MBTI, Cartel 16PF, Eysenck personality, Big Five, Enneagram, Disc, Schuber values, GATB, Holland and so on.

If it is a job competency assessment, the big five personality, the cartel 16pf, and the young personality are more suitable.

If you want to quickly identify the personality type, it is obviously the MBTI occupational personality test, which is more convenient.

If it is education training, talent training pre-training, then the Holland Career Interest Test is the first choice, and the GATT Vocational Aptitude Assessment can also be used.

Occupational Personality Collection.

If you want to analyze how high school students choose college majors and how college students make career plans, I think you can combine MBTI and Holland and analyze them together.

For enterprise recruitment, talent inventory, the use of third-party talent assessment services, the relatively high, per capita may be hundreds of thousands of yuan, for small and medium-sized enterprises is still very pressured.

If you are interested in studying the various assessment scales, I don't think it is too much trouble, and it will take a few hours to understand it. The key is how to implement the ** assessment, after all, relying on printing paper and manual calculations is absolutely unrealistic.

For job competency assessment, you can first understand the interpretation of well-known assessment scales, such as the Big Five personality (strongly recommended), Enneagram Cavity Split, Cartelle 16pf, Eysenck EPQ, Holland Career Interests, Schuber Career Values and so on. Find out the focus of the job requirements and apply it to the online assessment, which can be perfectly solved.

Talent assessment tools refer to a series of scientific means, and methods to measure and evaluate the basic quality of people and their performance activities, the specific object of talent assessment tools is not abstract people, but as an individual existence of the person's inherent quality and performance.

1. The method of talent assessment tool is contained in the concept itself, that is, talent measurement and talent evaluation, the main work of talent assessment tool is to understand the participants through various methods, so as to provide reference and basis for human resource management decision-making of enterprise organizations, help you choose the right candidate, and systematically reduce the risk of wrong employment for employers. The behaviors that may be involved in all jobs are divided into 8 categories, 20 subcategories, and 112 specific behaviors.

2. Through 40 professional behavior test questions, the matching degree between the candidate and the 6 most important dimensions of the 8 dimensions is tested, so as to evaluate the matching degree between the candidate's potential and the position he is applying for

As a diagnostic tool specially designed for talent management, a series of core elements related to talent management have been discovered and summarized through enterprise practice: goal orientation, influence inspiration, patient cooperation, precise obedience, etc., and then through the targeted evaluation of these aspects, the various characteristics of individuals in the workplace are clearly outlined, and fully applied to all levels of enterprise operation and management.

3. The talent selection test mainly measures the content of four aspects, and the personality characteristics test.

Basic work aptitude test.

General Skills Test.

Job Skills Test.

and other four aspects to test the individual's career interest and career adaptability, that is, what kind of work the individual is suitable for.

DISC represents an observable human behavior and emotion that will give you a deeper, concrete, complete and objective understanding of yourself and others. At present, in addition to being widely used in the evaluation of Chinese organizers, recruitment, position adjustment, leadership promotion, and the establishment of training needs can be carried out on this basis.

<> limitations. The result description of DISC is stable in time, but the lack of spatial (cross-context) consistency may result in different behaviors and result descriptions in different contexts. Talent evaluation is one of the links of enterprise performance management, and it is also a reference data for some other aspects such as talent deployment and promotion, because talent evaluation is also an assessment method, which is very important for both employees and enterprises.

Especially in the operation and management of enterprises, talent evaluation is indispensable, there are actually many methods of talent evaluation, and the standards of different evaluation methods are not the same.

Copyright belongs to the author. Commercial**Please contact the author for authorization, non-commercial**Please indicate the source. It belongs to the most direct one of the most commonly used methods, which is to use some limitations to evaluate, which generally belongs to the way of internal evaluation, the people to be evaluated in this song are generally superior leaders or personnel at the same level, this is a comprehensive evaluation method, from your usual work attitude, the completion of the task, in addition, when we work together, we give some work behaviors to colleagues.

In fact, these are more comprehensive talent evaluation methods, mainly for the evaluation of whether interns can become full-time employees.

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The most direct and most commonly used method is the "internal direct evaluation method", which generally uses the superior leader or colleagues at the same level as the evaluator. The evaluation method is based on your usual work attitude, task completion status, and your usual behavior when you are a worker. This method is mainly to evaluate whether the intern can be turned into a regular worker.

More professional than it is the "in-depth bei interview". Paper-and-pencil tests are a very common and effective method in talent assessment. The starting point of the structured interview is different, and there are methods such as whether there is a leader group discussion or not.

HR commonly used talent assessment methods are very weak, they will ask candidates a lot of questions, and each question is very heart-wrenching, and empty and their assessment method is very effective, will detect whether a person's strength is very strong, will also detect whether a person's quality is very good, can also detect whether a person's ability is strong, can also detect whether a person's emotional intelligence is very high.

My understanding is that it will be assessed through the ability of the person, the personality will be evaluated, the language will be evaluated, the work efficiency will be evaluated, and the perception of the career will be evaluated. Wheel shirt mold.

There will be some tools and methods for assessment, such as attendance preparation, intelligent platoon, performance system, and salary system.

The commonly used talent assessment tools in HR are: MBTI Occupational Personality Test, Comprehensive IQ Test, Career Motivation Test, Five Personality Tests, Mental Health Test SCL90, etc.

MBTI Career Personality Test: Based on the candidate's personality** his or her future work performance, including personality traits, strengths and weaknesses, leadership style, etc.

Comprehensive IQ test: It includes knowledge reserve, language comprehension, working memory, spatial thinking, and logical reasoning, reflecting the candidate's ability to learn quickly and the level of basic ability after entry.

Career Motivation Test: It reflects the strength of the candidate's career motivation and core career values, improves the degree of job matching, and also reflects the candidate's job stability.

Five personality tests: in-depth analysis of the candidate's personality traits, and HR itself to judge the degree of compatibility between the TA and the recruitment position.

Mental Health Test SCL90: Assess all aspects of mental health, especially depression, anxiety, interpersonal sensitivities or hostility, in the screening participants. Suitable for organizations that value the mental health of the candidate, or are worried about the loss of the organization due to some psychological problems.

HR Interview Skills:

The interview is a process of getting to know each other, and first of all, you must put yourself in the right position and not be domineering. Respect for the other person is the basic skill that should be done during the interview. Don't wait for the interview to start, but you don't know the name of the interviewee or the job you're applying for.

Be brief and to the point during the interview.

The talent assessment tools commonly used by HR and their advantages and disadvantages are as follows:

1. Disc assessment tool.

In general, DISC represents an observable form of human behaviour and emotion that will give you a deeper, concrete, complete and objective understanding of yourself and others. At present, in addition to being widely used in organizing talent assessment, recruitment, and position adjustment, it is also widely used in leadership improvement and establishing training needs.

However, the DISC assessment tool also has certain disadvantages, that is, its result description is temporally stable, but lacks spatial (cross-context) consistency, which may lead to different behaviors from the result description in different contexts.

2. MBTI assessment tool.

The full name is Myers-Briggs Type Indicator, which is also a personality assessment, developed by Briggs mother and daughter after studying Jung's theory of "mental types", and CPP owns the copyright to it.

3. CPI assessment tool.

It is mainly used in educational psychology, and can also be used for academic achievement, creative potential, and can provide guidance for professional selection; In terms of management psychology, it can be used to provide reference for the management potential and work performance of candidates, and can also be applied to recruit employees, plan careers, reserve leaders, and build efficient organizations and construction.

4. OPQ evaluation of the wide tool for industrial travel.

It is a very widely used professional personality assessment in the field of recruitment, and I believe that many people do this assessment when they first enter the company. It is based on several theoretical models and has won the favor of n more companies, including Fortune 500 companies.

5. DPA assessment tool.

The full name is DPA (Three-Dimensional Personality Dynamic Management System), the representative product of the Dynamics Personality Research Center, which is also developed based on the temperament theory combined with Jung's personality analysis theory, which divides people's personalities into 5 categories: the military strategist of spades, the dreamer of hearts, the pacifist of clubs, the builder of squares, and the integrated diplomat.

Summary. The commonly used talent assessment tools for HR are: 360 evaluation system, precise recruitment system, performance appraisal, all-round performance appraisal system, self-service package system and custom system;

The commonly used talent assessment tools for HR are: 360 evaluation system, precise recruitment system, Langzhi performance appraisal fierce, all-round performance appraisal system, self-service package system and custom system; Edano Xi.

According to the multi-dimensional scoring feedback system, a structured questionnaire is used to collect different feedback information, and these different information are integrated according to the requirements of the position of the assessee and displayed in a graphical manner. Multi-dimensional evaluation, all-round discovery of potential, show development space, suitable for human resource service agencies, medium and large enterprises. 2. The performance appraisal is aimed at the assessment of in-service employees under the established work objectives.

By sending feedback invitations to the subordinates, peers, superiors and other aspects of the testees, the work behavior and work performance of employees are evaluated. In addition to customizing performance appraisal to meet the diversified needs of enterprise performance management, there is also a timely management function for appraisal results, so that assessment, feedback and management can be effectively combined, and finally get rid of the dilemma of "easy to test and difficult to manage" for employees. There are multiple modules to choose from in the performance appraisal, and there are a variety of professional test papers such as system, self-design, and store.

3. Precise recruitment system, based on the theory of matching people and organizations, the ultimate goal is to improve the performance after taking up the post. The HR of the enterprise sets the organizational requirements of the position through the questionnaire. The corresponding questionnaire is distributed to job seekers in the system, which provides accurate data analysis for the final selection of sales such as job matching and organization matching, provides an accurate reference basis for interviews, and fundamentally avoids the problem of concealment and prudence in the process of job seekers' participation.

4. Self-service package assessment, HR can select suitable single-dimensional assessment items from nearly 100 single-dimensional assessments according to the competency model of each position, and combine and package them to form the assessment items of the position.