What are the theories and methods of personnel quality evaluation?

The methods of personnel quality assessment include: special interview method, and the researcher through face-to-face conversation.

In the process of measurement, attention should be paid to objectivity and standardization to ensure that the collected measurement results can fairly and truly reflect the situation of the test takers. While collecting measurement data, attention should be paid to recording the relevant information in the process of implementing the measurement and the details that may have an impact on decision-making, as auxiliary materials for decision-making. In addition, special factors that influence the measurement results should also be documented.

Forms and tools:

The form and tools of measurement vary depending on what is being measured. The determination of the measurement form and tool is also a very important step. Inappropriate measurement methods can make the measurement results unsatisfactory for the purpose of the measurement, and even lead to the collection of false information that misleads decision-making.

The apparent validity of the motivation test items (i.e., whether the intention and answer tendency of the questioner can be easily identified from the surface of the question) of the general self-report scale (i.e., self-evaluation-based questionnaires) is too high. Candidates tend to show high social approval, that is, the answers to the questions themselves reflect general social value tendencies, and candidates are prone to show response bias.

If it is not suitable for use in recruitment assessments, a projective test with a high degree of concealment (such as the Thematic Synesthesia Test) can be used to evaluate the motivation of the candidates.

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View answer analysis [Correct answer] The role of personnel quality assessment includes three aspects: First, personnel quality assessment is the basis of scientific human resource development. Human resource development refers to the process of shaping and exploring the intrinsic qualities and potentials of specific groups or individuals by means of education, training, allocation, use and management, etc., in order to improve their quality and utilization efficiency.

Personnel quality assessment has a guiding role in the human resource development of the organization. The core issues and main objectives of human resources development are the formation of human quality and the development of human potential. Before human resource development, it is necessary to have a comprehensive understanding of the intelligence, ability level, physical fitness, psychological quality and other qualities of the developer.

When human resources development is carried out, the quality and efficiency of human resources development can be improved in a more targeted manner. Second, personnel quality assessment provides scientific evaluation techniques and tools for recruitment and selection. As a new type of method system for identifying talents, personnel quality assessment conducts a comprehensive evaluation of the structure, maturity and development trend of the quality of the assessee through scientific evaluation technology, rigorous evaluation process and objective scoring criteria, so as to judge the degree of fit between the type of ability and the requirements of the future position.

In the recruitment of employees, personnel quality assessment is mainly used to select senior managers and technical personnel in the organization. The use of personnel quality assessment can be used to ensure that the company can recruit the right employees. Third, personnel quality evaluation provides a basic basis for job matching.

A modern organization is a system with a clear internal division of labor, a high degree of specialization in each department, and a large difference in the quality requirements of different departments. In order to make personnel with different qualities can be reasonably placed, it is necessary to evaluate the quality of employees, and make reasonable allocation of employees based on the principle of matching ability and position. On the one hand, through job analysis, the type and structure of qualities that should be possessed in each job are determined; On the other hand, based on the personnel quality assessment, we have a comprehensive understanding of each person's quality status, and arrange each employee to a position suitable for themselves, so as to achieve the matching of people and posts, maximize the potential of employees, and avoid the waste of talents.

What is the theoretical basis of personnel quality assessment is briefly described as follows:

The difference, relative stability and measurability of people's psychological quality are one of the theoretical bases for the implementation of personnel quality assessment. It is an objective, indirect, and relative means of measurement; Scientific personnel quality assessment must be carried out with the help of rigorous statistical methods.

Personnel quality assessment (also known as personnel measurement) is the application of psychometric technology in the field of human resource management. It refers to the process of making quantitative judgments and value judgments on people's quality based on psychological measurement for specific human resource management purposes, such as recruitment, placement, assessment, promotion, training, etc., using scientific evaluation methods, so as to provide a basis for human resource management and development.

Fiberhome Liepin, a well-known headhunting company, divides the personnel quality assessment into two parts: first, the assessment subject adopts scientific methods to collect the characterization information of the assessee in the main field of activity; The second is to use scientific methods to make quantitative and value judgments on a certain goal of human resource management, or directly induce and infer certain quality characteristics from the representation information.

With the increasingly fierce competition for talent, companies use various methods to recruit, assess, develop and motivate talent. From employee recruitment (including interviews, resume review, simple tests, etc.), training (professional knowledge learning, work ability training, emotional intelligence quality training, etc.) to assessment (work performance appraisal, work attitude recognition, professional knowledge and technical inspection, etc.), promotion ......

The methods of evaluating the validity of personnel quality assessment include job analysis method and thematic interview method, which are briefly described as follows:

1. Job analysis method:

1. Job analysis method is a human resource management method for the purpose of determining the job requirements and scope of responsibility, through job analysis, it can be clear what qualities the incumbent should have in the job.

2. The job analysis method can analyze which qualities are essential, which qualities are the most important, which ones are not needed, and which qualities are irrelevant.

3. According to the purpose of the evaluation and the requirements of the work, determine the scope of the position that needs to be investigated, and formulate the investigation outline and plan. A methodology is used to collect a wide range of key job requirements and content materials for the incumbent of the position.

2. Thematic interview method:

1. Research methods in which researchers directly obtain relevant information on topics through face-to-face conversations and oral information communication. There are two types of thematic interview methods: individual interview method and group interview method. After the effectiveness analysis model is formed, the validity is verified through performance evaluation.

2. The advantages are simple and easy, the research content is concentrated, and it is convenient to quickly obtain first-hand materials. Disadvantages: There is no uniform norm for conversation, so that the acquisition and processing of information are affected by the personal conditions of the researcher. Appropriate methods for data collection to obtain the main modules and indicator systems of competency.

Summary. 1. You can role-play or evaluate the assessment.

1. You can role-play or evaluate the assessment.

2. You can pass professional knowledge, written test, or fuzzy quantitative questionnaire survey.

3. It can also be examined through structured interviews or key event methods.

4. It can also be carried out through specific scenarios, assessment and observation, career planning evaluation or occupational personality test, etc.

Hello Liang quietly, I know that the digging head "job question and answer the slag Zhou meditation to answer your questions If you still have questions, please continue to ask questions, and the interval between questions is ten seconds.

Be. I want the answer to the question.

Select Motivation Question 23. Choose second.

I'm done with that question. I want those three.

Be. Choose the second option in question 16.

I've done 16 questions.

Question 19: Select the second option.

Question 22: Choose the first item.

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