Talent assessment plan and plan, how to do talent assessment plan?

Do you have an email address? I'll send it to you.

I have done a talent assessment program for small and medium-sized enterprises, and I have used it for recruitment.

1. Analyze the needs of the assessment, such as job requirements, requirements for the abilities of the new employees, personality traits, etc. Do a detailed requirements analysis.

These are the three basic steps of talent assessment. The details can be continuously improved, so that the talent assessment system can improve the effectiveness of identifying and employing people, help HR save recruitment costs, and improve work efficiency.

Talent assessment method refers to the activities of measuring and evaluating people's basic qualities and their performance through a series of scientific means and methods. The specific object of the talent assessment method is not an abstract person, but the intrinsic quality of a person who exists as an individual and the performance it shows.

Enterprises can start from two aspects to make an evaluation plan: 1Recruitment Assessment 2Internal Assessments.

Recruitment assessment: the use of assessment in the recruitment process, the general purpose is to be able to accurately recruit good talents, commonly used talent assessment tools are Holland career interest assessment, through the assessment of talents are divided into 16 types, each type has a corresponding job direction, to provide a certain reference value for recruitment, internal assessment; The competency assessment of internal employees is carried out, and the ability dimensions of different job evaluations are different, which can not only test the competency, but also make horizontal comparisons of the evaluation results to provide strong data support for internal selection.

The current trend is that more and more companies are considering the introduction of talent assessment tools as human resource management tools, whether it is from recruitment, internal promotion, or monthly assessment, it can save a lot of manpower and material resources.

With a plan, it is possible to better measure the function of each person in the position, and to make adjustments according to this, and put the corresponding personnel in the right position to make them more capable.

The quantitative solution can refer to Norm Star, which collates and publishes the results in the theoretical and practical fields of Chinese talent assessment, including internal assessment project service experience and tool manuals and other proprietary knowledge into a set of books. It's quite complete. You can take a look at "Introduction to Talent Assessment", "Talent Assessment Operation Practice" and "Talent Assessment Case Collection".

A "security lock" for external recruitment

Managers are generally recruited through external recruitment. There are many advantages of external recruitment, such as a wide range of personnel selection, it is conducive to bringing new ideas and new methods, it greatly saves training costs, it is conducive to the development and innovation of the enterprise, and it avoids inbreeding within the enterprise. However, the process of external recruitment not only consumes a lot of manpower and material resources, but also brings greater cost waste to the company if it cannot effectively prevent recruitment risks.

It is precisely because of this that companies pay great attention to the character and integrity of job seekers when conducting external recruitment. Because managers are the core talents of the enterprise, if their integrity fails, the loss to the enterprise may be catastrophic. Teacher Jia said.

HR sets corresponding assessment options based on the company's own characteristics, such as personal ability, personality, values, integrity, etc., and formulates evaluation standards. Risk management through talent assessment puts a "safety lock" on external recruitment and reduces the recruitment risk of the enterprise. For example, a pharmaceutical company plans to make strategic adjustments to recruit marketing directors, and after several rounds of interviews, three candidates are identified.

Because the marketing director has important customer resources in the company, so the integrity of the candidate is very high, according to this characteristic of the three candidates to do a talent assessment, and combined with other factors to finally select a candidate, later proved that the company's choice was very successful.

"Filters" for internal selection

The starting point of recruiting managers is to be able to solve problems quickly in order to improve the progress of the company's development or quickly improve the company's management. However, on the one hand, it is difficult for managers to find talents in the recruitment process; On the other hand, recruitment team members are unable to accurately judge and prevent the risks brought by senior executives, and more and more successful companies are no longer simply starting from external recruitment, but more looking at the company's internal staff, finding the right talent, and matching employees' experience and expectations with the company's strategy. As a result, lower employee turnover rates and effective talent retention measures can allow companies to spend less time dealing with personnel changes, which greatly improves efficiency.

The more well-known talent assessment systems in China include Beisen, Norm Sida, etc.

Large and medium-sized enterprises use Beisen the most, and the reliability and validity are better than others. And different positions (grassroots, management, senior) have different talent assessment solutions. You can go and learn more about it.

1. Assessment principle: that is, what kind of scale is used as the basis for evaluation.

2. Object: That is, the function of the assessment is to keep an eye on what to stare.

3. Norm reference: how the norm is determined and whether the sample is sufficient.

4. Reliability and validity: The design of an excellent evaluation system should have a positive and reliable validity.

5. The number of assessment users: As an emerging industry, the number of participants reflects the maturity of the assessment system to a certain extent.

6. Product version: As we all know, software upgrades will fix a large number of bugs

7. Brand influence: When choosing a product, you must choose a big brand, not the key is not to spend money in vain.

8. Market share: With the rapid development of the network, more and more products have adopted the web structure, and we can understand the market share of the product and how the brand promotion is done through search.