The most used by medium and large enterprises is Beisen.
Large and medium-sized enterprises use the most Beisen, the credibility is better than the other ones. And different positions (grassroots, management, senior) have different talent assessment solutions. You can go to the detailed understanding.
It is recommended that when choosing a talent system from the following aspects of reference as a selection criterion:
1, the principle of assessment: that is, what kind of scale is used as the basis for assessment.
2, the use of the object: that is, what is the function of the assessment.
3, norm reference: how the norm is determined, whether the sample is sufficient.
4, reliability and validity: the design of an excellent assessment system should have a reliability and validity of about 0.6-0.8.
5, the number of assessment users: as a new industry, the number of participants to some extent reflects the maturity of the assessment system.
6, the product version: as we all know, the upgrade of the software will fix a lot of bugs.
7, the brand influence: choose the product must choose a big brand, the price is not a problem, the key is not to spend money in vain.
8, market share: the rapid development of the network, more and more products using the web structure, through the search we can understand the product's market share and branding to do how.
Question 2: What are the talent assessment tools commonly used by HR? What are the advantages and disadvantages of each HR friends because of work needs, must have heard of a variety of large and small talent assessment, more or less will be exposed to some. I help you organize 15 popular assessment tools in the workplace, do a simple introduction.
1, DISC
4 letters represent 4 types: D: Dominance (Dominance), I: Influence (Influence), S: Steadiness (Stability), C: compliance (obedience). It is a personality assessment with theoretical origins in Marston's "The Emotions of Normal People", owned by Inscape Publishing.
Application: DISC, representing an observable human behavior and emotions, will enable you to have a more in-depth, specific, complete and objective understanding of yourself and others. At present in China, in addition to being widely used in the organization of talent assessment, recruitment, job adjustment, leadership enhancement, the establishment of training needs, can be based on this work.
Limitations: DISC's result descriptions have temporal stability, but lack spatial (cross-situational) consistency, and different situations may lead to behaviors that are different from the result descriptions.
2, MBTI
Full name: Myers-Briggs Type Indicator, also a personality assessment, developed by the Briggs mother and daughter after researching Jung's theory of "psychological type", and CPP owns the copyright.
Application: The MBTI is the most widely used personality test in the world today. It has been translated into nearly 20 major world languages, with more than 2 million users each year, including many of the world's top 500 large enterprises. MBTI is mainly used to understand the subject's style of work, characteristics, career adaptability, potential, etc., so as to provide reasonable work and interpersonal decision-making suggestions. In China, it is mainly used in the fields of management consulting and training, career planning, marriage and school education counseling. Given its theoretical depth, it is unique as a study of personality traits of normal people and predicts behavior for career planning.
Limitations: Because it is so famous, there are many voices of disapproval. I think this assessment is very helpful for objectively recognizing oneself and perfecting oneself, but its shortcoming is that it is sometimes used for career assessment, which is too subjective.
3, CPI
The full name is California Psychological Inventory.
The CPI is a personality measure developed by Gough (1957) for use with normal people, and is the sister scale to the MMPI, which can also be described as the "disease-free MMPI".
Application: Its history is shorter than that of the MMPI, but the scope of application is expanding, and the number of countries where it is used is also increasing. The CPI has a wide range of applications, in educational psychology, it can be used to predict academic achievement, creative potential, and provide guidance for professional selection; in management psychology, it can be used to provide reference to the candidate's managerial potential, predicting performance, and can be used in recruitment, career planning, and other areas. It can also be applied to recruiting employees, planning careers, reserving leaders, building efficient organizations and construction, and so on. In foreign countries, it is considered to be a test with greater potential for personnel selection.
Here I would also like to mention the MMPI (Minnesota Multiphasic Personality Inventory), the Minnesota Multiphasic Personality Inventory. The MMPI is a paper-and-pencil personality test that is widely used and authoritative. The questionnaire was developed by pretesting normal and mentally ill people separately to determine the items on which different people have significantly different response patterns, and is therefore most commonly used for identifying mental illness. The CPI, on the other hand, was conceived by Gough, an American psychologist who was one of the earliest researchers of the MMPI, in view of the limitations of the MMPI for use in normal populations.
4, OPQ
Full name: Occupational Personality Questionnaire, SHL (now acquired by the CEB) of the "family".
Application: In the field of recruitment, a very wide range of professional personality assessment, I believe that many people just entered the enterprise is to do this assessment. It is based on a number of theoretical models, and has gained the favor of many companies, including the top 500 companies.
SHL, as a professional assessment service provider with nearly 100 assessment tools, helps its clients improve business performance through superior talent intelligence and decision-making in the talent employment cycle from recruitment and hiring, to employee development, to succession planning. In addition to OPQ, MQ, Verify, S...... >>
Question 3: What does a talent assessment tool include? Talent assessment tools should include:
Talent ladder system: helps organizations to plan talent pools and select the right people based on appropriate criteria.
Standard library: contains a large number of indicator libraries and job competency models to help companies establish talent standards.
Tools library: contains all kinds of talent evaluation and development tools to help companies conduct talent inventory and talent development.
Talent pool: help enterprises to unify the talent to a platform for management, and track and maintain talent information.
Database: contains all kinds of human resources activities related data and data analysis results, to provide a scientific basis for talent decision-making.
Question 4: How to use the talent assessment tool, is the software? Or what, how to assess? Or is it that our country's scientific development, cell phones on WeChat that the whole country people send pictures but the past handmade crafts wasted a lot of crafts have not been inherited and lost how much civilization ah! Even the past burning pots and bowls can not imitate the process. Henan people do what to go.
Question 5: What are the latest talent assessment tools? Talent assessment tools, generally referred to as talent assessment software, also called talent assessment system. It is an online answer talent assessment tool that can automatically generate talent assessment reports.
More foreign use is MBIT, Hollander, Thomas, etc., the domestic people ah people t12 career assessment system.
Mainly for enterprise use, generally used for recruitment, talent selection, enterprise personnel assessment inventory, management personnel assessment inventory, management personnel reserves, campus recruitment, and ultimately for the better realization of human job matching. It can also be used by individuals, and is generally used as a reference for students to make career plans.
At present, the community provides a variety of talent assessment tools, including the people ah people T12 career assessment system, Cattell 16 personality factor test, Eysenck personality test, Raven reasoning test, KENNO projection test, TKI conflict model test, management ability test, vocational tendency test, success quotient measurements, etc. These tests mainly measure three aspects. These tests mainly measure three aspects: first, personal ability, including knowledge, intelligence, management ability, professional skills, etc.; second, the individual's personality qualities, such as emotional stability, decision-making decisiveness, independence, liveliness, responsibility, etc.; third, the individual's vocational interest and vocational adaptability, i.e., what kind of work is suitable for the individual.
Question 6: What does the talent assessment tool include? Talent assessment is through psychological testing, scenario simulation and other objective methods of human ability, level, personality traits and other factors to measure
Question 7: What are the talent assessment systems? Currently, there are a variety of online talent assessment systems available on the Internet, including the T12 Career Assessment System, the Cattell 16 personality factor test, Eysenck personality test, Raven's Reasoning Test, KENNO Projection Test, TKI Conflict Modeling Test, Management Competency Test, Occupational Tendency Test, and Success Quotient Measurement, etc. These tests mainly measure three aspects. These tests mainly measure three aspects: first, personal ability, including knowledge, intelligence, management ability, professional skills, etc.; second, the individual's personality qualities, such as emotional stability, decision-making decisiveness, independence, vivacity, responsibility, etc.; third, the individual's vocational interest and vocational adaptability, i.e., what kind of work is suitable for the individual.
A qualified talent assessment system especially emphasizes the standardization of the test, that is, the conditions of the test, the content, guidelines, procedures, etc., are consistent, so that different test subjects in the conditions of equal opportunity to accept the test, the basic guarantee of fairness of the test. Talent assessment also requires the objectivity of evaluation, that is, the rating of the test results should not be subject to the influence of the subjective will of the evaluator, without prejudice. The t12 career assessment system is based on sociology, psychology, human resources and other frameworks, and after repeated comparative measurements of the test results, the objectivity and reliability of the assessment results can be basically guaranteed.
In actual use, talent assessment tools, like other measurement tools, require special attention to the relationship between validity and reliability. Among them, reliability refers to the reliability or consistency of the measurement, that is, a person before and after a period of time the difference between the results of the two tests must be within a certain range, more than a certain limit, the reliability of the test is very poor; validity refers to the validity or correctness of the measurement, that is, the test must be measured to the things it wants to measure, or else it is invalid.
Question 8: hr commonly used talent assessment tools? What are the advantages and disadvantages of each talent assessment tool refers 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 the talent assessment tool is not an abstract person, but as an individual existence of the person's intrinsic quality and its performance. The methods of talent assessment tools are contained in the concepts themselves, namely, talent measurement and talent evaluation. The main work of the talent assessment tool is to understand the subject through various methods, so as to provide reference and basis for human resource management decision-making of business organizations. Help you choose the right candidate, and systematically reduce the risk of wrong hiring for the employer.
"SHL Job Matching Test" is a global sampling of the behavior of different job holders to do interviews and on-site observation, all the work may be involved in the behavior is divided into 8 categories, 20 sub-categories and 112 kinds of specific behavior. Through 40 professional behavioral test questions, the applicants are tested to see how well they match the most important 6 of the 8 dimensions, in order to evaluate how well their potential matches the position they are applying for. The implantation of this multidimensional talent assessment question bank resource, which is widely recognized in the international arena, provides a guarantee for enterprises to realize the matching of people and jobs.
"AOP Workplace Personality Test", as a diagnostic tool designed specifically for talent management, has discovered and summarized a series of core elements related to talent management through corporate practice: goal orientation, influence and inspiration, patience and cooperation, precise obedience, and so on, and then through the targeted assessment of these aspects, it clearly outlines the various characteristics of individuals in the workplace. Through the targeted assessment of these aspects, it clearly outlines the various characteristics of individuals in the workplace, and is fully utilized in all levels of enterprise management. The "selection" test mainly measures four aspects of the content: personality traits test basic work ability test general skills test job skills test and other four aspects of the test individual career interest and career adaptability, that is, the individual is suitable for doing what kind of work.
Question 9: What are the talent assessment tools commonly used by HR? Which is better 1, in general, corporate HR selection of talent will be the first design talent standards, such as from IQ, EQ, personality, experience, professional skills, etc., managers will also have the ability to manage and so on. Assessment tools are: professional written test question bank, structured interview questions, IQ test questions, EQ test questions, psychological assessment questions, management ability assessment
2, usually, professional written test question bank written by the HR organization together with the employing department to provide, structured interviews according to job responsibilities and employing the demand for the design of HR-led management ability assessment can be based on the competency model of the business manager to build out. It is also possible to design a leaderless group, document basket, scenario simulation, case study exercise and other topics based on the basic competencies or management competencies to be assessed.
For example, language expression, organizational coordination, solidarity and collaboration can be used in a leaderless group, planning, decision-making, authorization and so on can be used in the briefcase
3, IQ test questions, emotional intelligence test questions, psychological assessment questions, generally borrowed from some of the existing assessment tools.
For example: test IQ Stanford-Binet test, Wechsler test, Mensa IQ test questions, etc.;
test IQ international standard IQ test questions, Harvard IQ test, etc.;
Psychological testing of occupational personality 16pf, MBTI, nine personality types, PDP and so on. In terms of application, MBTI and PDP are better.
Question 10: What are the more professional talent assessment tools? Beisen, Thomas, Ecker Talent
Beisen is a relatively large domestic assessment company; Thomas is a large foreign assessment company; Ecker Talent is a domestic assessment company with a fairly high degree of accuracy.
Beisen iTalent talent management cloud computing platform is an integrated talent management solution for recruitment management, performance management and succession management and other key processes of talent management to provide an integrated management platform, integrated talent assessment, 360-degree evaluation, employee surveys and other evaluation tools, to create a complete talent supply chain for the enterprise
Thomas International was founded in 1981. Formally established in 1981, mainly committed to human resource management and organizational development, half a century, based on the DISC theory of research and development of Thomas system PPA, HJA, etc. around the world to establish a standing model and widely used in the industrial field.
The research and application results achieved by ETCO Talent include: Intelligence Test and Analysis and Interpretation System, MMPI Analysis and Interpretation System (Emotional Intelligence and Personality Analysis and Interpretation System), "CEC" Talent Evaluation System (73 kinds of competencies, 50 kinds of personality traits, and 20 kinds of social and environmental adaptive characteristics), Accident Risk Index, Integrity Measurement System, and other assessment tools. Index, Integrity Assessment, Cooperativeness Assessment, Integrity Index