人事1718（The personnel 1718）.docVIP

人事1718（The personnel 1718） Chapter xvii the whole principle of personnel measurement tools I. the meaning of the design of measurement tools 1, need according to the needs of the organization, to adapt to the characteristics of the individual, organization and position, through the test of experts on all kinds of test techniques and tools skillfully grasp, flexible use of selecting the most comprehensive and effective combination of test. 2. Any perfect personnel measurement system should have two functions: (1) provide sufficient quantity of tools to meet practical choices. (2) provide techniques for how to combine various measurement tools. Ii. Review of enterprise organizational bank feng hr evaluation system 1. Enterprise organizational behavior and human resource evaluation system is a multi-level, multi-dimensional, multi-method integration system. This assessment technique has six contents: one is to modify the quality test. The second is the vocational fitness test; The third is the ability test; Fourth, organizational behavior evaluation; Five is situational simulation test; Six is a high performance management test. 2. Summary of human resources evaluation system tools (focus on P242) 3, mentioned design, first it is a kind of thought, is a kind of intellectual activity, need for two aspects of elements and measurement tools on the profound understanding and grasp skilled, through the analysis of the specific job requirements, establish considerable contact between the two. Secondly, the design must have a certain family program to ensure reliable and effective results. Otherwise, it will get into chaos and be entangled by a whole bunch of elements and concepts. 4. It is particularly noteworthy that personnel measurement tools serve specific positions, and should not allow job requirements to be built on measurement tools. 3. Combination and design of measurement tools 1. General procedure (1) determine the purpose of the appraisal (2) demand analysis (3)