人才招聘中评价中心技术的应用——基于某商业银行后备人才选拔的个案分析
Application of Assessment Centre in Talents Recruitment—Case Study of Back-Up Talents Selection in a Commercial Bank
摘要:
论文根据笔者主持的某商业银行后备人才选拔为个案,在数据分析基础上,归纳了该银行使用评价中心技术进行测评时出现的三类问题:测评维度与测评方法的匹配设计问题、主试对测评维度的认知与偏好问题,以及测评的偏松偏紧问题。论文在探究原因基础上,提出科学匹配测评维度与测评方法、借由整合性培训统一主试测评标准,以及通过降低测评强度和适当过程干预来降低偏差等建议。
Abstract: Based on back-up talents selection case that the author participated in a commercial bank, the au-thors conclude the problems through relevant data analysis: the match of evaluation contents and evaluation approaches, appraiser cognition and preference of dimensions, and evaluation bias. Finally, the paper arrives at the following proposals: designing selection tools scientifically based on evaluation contents, unifying the standard through integrative training, and lowering bias through arranging the right interviewee quantity and proper intervenes.
参考文献
[1]
|
王小华, 车宏生. 评价中心的评分维度和评分效果[J]. 心理科学进展, 2004, 12(4): 601-607.
|
[2]
|
乔花云. 评价中心技术在高校教师招聘中的应用[J]. 科技管理研究, 2011, 22: 5.
|
[3]
|
司林波等. 评价中心技术在地方政府后备干部选拔中的应用——以秦皇岛市农业局为例[J]. 中国人力资源开发, 2011, 7: 45-48.
|
[4]
|
凌文辁, 方俐洛. 人员测评[M]. 北京: 中国纺织出版社, 2003.
|
[5]
|
C. Woodruffe. Assessment centers. London: IPM, 199.
|
[6]
|
A. Howard. A reassessment of assessment centers: Challenges for the 21st century. Journal of Social Behavior & Personality, 1997, 12(5): 3-4.
|
[7]
|
陈民科, 王重鸣. 评价中心的开发程序与构思效度[J]. 人类工效学, 2002, 8(2): 27-30, 34.
|
[8]
|
王博等. 评价中心结构效度的多元概化理论分析研究[J]. 心理学探新, 2010, 30(5): 66-71, 83.
|