企业人才招聘心理测评应用效果研究——以高科技企业为例.pdfVIP

摘 要 社会化大生产使得人与人之间的分工越来越细，不同的工作岗位要求具有不同能力和素 质的人，人与人之间的关系也变得越来越表面化、快捷化，这对传统的单凭个人经验来招聘 人才提出了挑战。在这一背景下，心理测评在企业招聘中的应用越来越广泛。但是，目前我 国学者和专家对心理测评的应用效果进行研究的很少，本文正是基于这种情况，选择北京地 区的高科技企业中的心理测评应用效果进行研究，并构建心理测评效果评估模型。 本文首先介绍了研究的背景及意义，并对国内外研究现状及心理测评相关理论进行综 述；在此基础上，通过访问多位从事招聘工作和在应聘过程中做过心理测评的人，借鉴国外 的相关经验，几经与专家探讨之后设计了相关调查问卷，并通过对151位高科技企业中招聘 人员和340名做过心理测评的人员进行问卷调查，在统计数据后，通过因子分析的方法构建 了心理测评应用效果评估模型，并通过对一家大型企业在一次大规模应届生招聘中的实际心 理测评情况，进行实证研究。 本文的主要工作在于通过阅读大量的国内外文献资料，在走访、问卷调查大量心理测评 过程中的施测人员、被测人员以及相关专家的基础上，构建适合我国高科技企业招聘中心理 测评应用效果评估模型，并希望该模型能为其他企业在招聘中实施心理测评提供参考。 关键字： 心理测评 心理测试 企业招聘 人力资源管理 Abstract Socialized production makes more detailed division of labor between people. Different jobs need different people with different abilities and qualities. In order to seek the long-term development and benefit, the merchants need a great number of loyal customers. In this emerging e-commerce shopping mode, the internet customers have the features, such as self, independence, the pursuit of personality and so on, they also exist the adventure in mind, so it is especially important for the e-commerce merchants to understand the factors which influence the e-loyalty of the internet customers and how to get and train more loyal customers. Relations between people are becoming more and more superficial and fast. This is challenge to recruit only depend on personal experience. In this context, psychological assessment was used more and more widely in recruitment. But now application of psychological evaluation researched by Chinese scholars and experts was very few. This paper was based on this situation, and studies the application effect of the psychological evaluation of high-tech enterprises in Beijing area, and then builds the evaluation model of Psychological Assessment. At first thi