Celebrity quality evaluation: refers to the activities that the evaluation subject collects the relevant information of the evaluated by scientific methods according to the evaluation purpose and standard system, and makes quantitative or value evaluation on their quality in a short time.

The process model of personnel quality evaluation includes:

1. Resume analysis 2. Written test or preliminary test 3. Interview (psychological test, evaluation center) 4. Employment decision

Personnel quality evaluation usually adopts resume analysis, written test, interview, psychological test, evaluation center and other methods to evaluate the knowledge, ability, personality, motivation and other factors of the assessed, and judge whether they are competent for the job.

In concrete practice, firstly, the initial screening is conducted through resume analysis, including hard conditions and soft conditions, that is, the exclusion of non-conforming hard conditions and the screening of soft conditions.

Select the personnel who meet the organization's qualification requirements for this position for written examination or preliminary examination, and then conduct an interview after passing the examination.

In order to understand and master the overall quality characteristics of the assessed personnel more comprehensively, accurately and scientifically, the psychological test and evaluation center can be used to evaluate the assessed personnel in this link in depth.

Fame evaluation center: a main form of modern personnel quality evaluation, refers to a set of standardized evaluation activities centered on management quality evaluation, including one or more combinations of specific activities such as literature basket test, group discussion, management games and role-playing.

Part two? Resume analysis

Resume analysis: it is a talent evaluation method to judge the adaptability of evaluators to future positions by analyzing their personal background, work and life experiences.

From the existing survey, the number of resume items varies from 15-800, but they all include two parts: one part is the items that can be verified by the assessed, such as home address, family situation, length of service, education, age, etc. The other part is unverifiable items, such as debriefing report and self-work summary.

The selection of resume analysis items is based on job analysis and job description.

The number of items to choose a resume depends on the characteristics and evaluation needs of the proposed position.

The selection weight is determined according to the correlation between the project content and future work requirements and performance.

To analyze the selection and case history:

? 1.？ Check the basic information of your resume.

Hard conditions, soft conditions and other conditions

? 2. Check the job content of your resume, and select more than one.

Correspondence of job content, coincidence of working hours and professional depth, job-hopping frequency, interval of working hours, whether the position matches the job content, and the span of the industry to which the job belongs.

How to distinguish the authenticity of resume: the matching degree of age and education, whether there are contradictions in resume, and whether there is moisture in resume.

How to look at candidates through resumes;

? 1.？ If job seekers apply for more positions, it means that the positions of job seekers are not clear and the trend of job hunting is vague;

? 2.？ If a job seeker changes jobs from a big company to a small company, and his position and salary have not changed, it can basically be judged that the job seeker is incompetent. On the contrary, the job seeker's position is constantly improving and the company's scale is constantly expanding, which can judge that the job seeker's enthusiasm is very high.

? 3.？ If you contact and submit two or more resumes in a short time, you can basically judge that the job seeker is careless; On the contrary, it can be seen that job seekers are particularly interested in recruitment positions;

? 4.？ There are typos in the resume, which can judge the carelessness of the job seeker; If the resume is clear, logical and focused, it shows that the job seeker has a clear mind.

Part three? Psychological test —— Take 16PF personality test as an example.

Personality: mainly refers to the essence of a person's psychological characteristics. Everyone's behavior and psychology have some characteristics, and the sum of these characteristics is personality.

There is no difference between good and bad personality, but the degree of matching with professional types has become an important factor affecting organizational efficiency and development, and it is also a key factor for the success and development of personal career.

It is very important to understand and discuss whether the organization or the individual realizes the matching between personality and occupation;

? 1. From the perspective of social development, the social division of labor has become more and more detailed, and the position in the organization requires higher and higher personal qualities. In order to enhance the vitality and competitiveness of the organization and maintain its position in society, the first task is to attract the most suitable high-quality talents to the organization.

? 2.？ From the perspective of talent management, the scientific and rational use of talent resources requires timely placement of talents in posts consistent with their quality and ability, so that people can make the best use of their talents.

? 3.？ From the perspective of improving organizational efficiency, the matching of personality and occupation, as a means to effectively select personnel, correctly evaluate and motivate members and promote organizational development, plays a vital role and is the core of human resource management.

? 4.？ To sum up, no matter from which angle above, we need to pay attention to the matching of personality and occupation.

? 5.？ Individuals also need to pay attention to the matching of personality and occupation, which also plays a vital role in personal career development, career achievement and family happiness.

Choose American psychologist-Cattell Personality Assessment (16 Personality Factor Test), which consists of 187 questions and is widely used in the fields of career guidance and personnel selection.

The core assumption of choosing Holland's career orientation test is that people can be divided into six categories, and the occupational environment can also be divided into six categories with the same name.

Choosing MBTI personality test is a compulsory choice and self-report personality assessment test, which is used to measure and describe people's psychological activities and personality types in obtaining information, making decisions and treating life. It was written by American psychologist Briggs and his mother according to the famous Swiss psychoanalyst Jung's theory of mental types and their long-term observation and research on human personality differences.

After more than 50 years of research and development, MBTI has become one of the most famous and authoritative personality tests in the world, mainly used in career development, career counseling, team building, marriage education and so on. It is a widely used talent screening tool in the world.

Choosing MBTI personality test reveals the deep "ID" of the individual, the most instinctive and natural way of thinking, feeling and behavior, rather than showing personality characteristics in front of others.

Choosing a person's MBTI personality type is determined by heredity and growth environment. Once formed, it is difficult to change, but the degree of personality tendency changes with age.

Part three? Interview design and operation

Interview: It is a process in which the interviewer and the applicant interview, observe and communicate with each other at a specific time and place according to the pre-designed purpose and procedures.

The characteristics of the interview are: 1. Conversation and observation are the main tools; 2. It is a two-way communication process; 3. Have a clear purpose; According to the pre-designed procedure, the status of the interviewer and the applicant is not equal in the interview process.

Select the type of interview:

? 1.？ According to the standardization of interview, it can be divided into structured interview (standardized interview), unstructured interview and semi-structured interview.

? 2. According to the way of interview implementation, it is divided into individual interview (serial interview) and group interview (synchronous interview).

? 3.？ According to the interview process, it is divided into one-time interview and phased interview.

? 4.？ According to the content of the interview topic, it is divided into situational interview and empirical interview.

Basic steps of solution and case interview:

? 1.？ Pre-interview preparation stage: selection and layout of interview environment, preparation of interview questions, reading candidates' information and resumes, training interview examiners and informing candidates to come for an interview.

? 2.？ The implementation stage of interview: relationship resume stage, introduction stage, core stage (the most important stage), confirmation stage and conclusion stage.

? 3.？ Summary and evaluation stage of interview

Section 5? Leaderless group discussion

Choosing evaluation center technology is a set of standardized evaluation activities centered on evaluating management quality.

Choosing an evaluation center is a procedure, not a specific method.

The situational test adopted by the evaluation center technology includes various forms, mainly including leading group discussion, document basket test, management games, speech and debate, case analysis and so on.

Choosing or not leading group discussion is an evaluation technique often used in evaluation center technology, and participants are interviewed collectively through scenario simulation.

Select or not select the evaluation criteria for leading group discussion.

? 1. Generally speaking, in the leaderless group discussion, the criteria for scoring reliable people are:

? 2. How many effective speeches have you attended;

? 3. Are you good at putting forward new ideas and plans?

? 4.？ Dare to express different opinions and support or affirm others' opinions. Express your views according to others' views on the basis of sticking to your own views;

? 5.？ Whether he is good at eliminating tension, persuading others and mediating disputes;

? 6.？ Whether you are good at listening to others' opinions, respecting others and infringing on others' right to speak;

? 7.？ What is the ability of oral expression, the ability to analyze problems, summarize or summarize different opinions;

? 8.？ Initiative, sensitivity, accuracy and so on.

Section 5? Official document basket test

Document selection basket test, also known as document processing test, is one of the most commonly used and core technologies in the evaluation center.

The official document processing test mainly tests managers from the perspective of business and skills, helping enterprises to select outstanding management talents or assess existing management personnel.

The characteristics (advantages and disadvantages) of the paper basket test mainly include wide investigation content, high face validity, wide application scope, strong situational, comprehensive, difficult scoring and high cost.

The selected test materials include background materials provided to the subjects and various test materials to be processed.

The answer sheet generally consists of three parts: first, the number, name, location and document number of the topic; The second is to deal with opinions or measures, signature and processing time; The third is to deal with the reasons.

There are two shortcomings in the implementation of the basket test: first, it is difficult to score; Second, it is not economical enough.

Three key links in the test design of wastebasket: 1. Job analysis; 2. Document design; 3. Test scores.

Generally, the following elements can be examined in the basket test: written expression and its understanding; Overall planning ability; Organization and coordination ability; Insight into problems and ability to judge and make decisions; Appointment authorization ability; Guidance and control ability; Post special qualities, such as knowledge of laws and regulations.

Matters needing attention in the design of paper basket test: first, grasp the difficulty of test materials; Second, we should pay attention to the authenticity of the materials.