人才测评 情景模拟 的案例 的方法.ppt

Evaluation only. Created with Aspose.Slides for .NET 4.0 Client Profile 17.1. Copyright 2004-2017Aspose Pty Ltd. Evaluation only. Created with Aspose.Slides for .NET 4.0 Client Profile 17.1. Copyright 2004-2017Aspose Pty Ltd. 人力测评情景模拟 Evaluaton onr. ith Aspose slides for NET 4o client P Evaluation only. Created with Aspose Slides for NET 4.0 Client Profile 171 Copyright 2004 -2017 Aspose Pty Ltd  Evaluation only. Created with Aspose.Slides for .NET 4.0 Client Profile 17.1. Copyright 2004-2017Aspose Pty Ltd. Evaluation only. Created with Aspose.Slides for .NET 4.0 Client Profile 17.1. Copyright 2004-2017Aspose Pty Ltd. 第一节概述 定义 所谓情景模拟就是指根据被试者可能担任的 职务,编制一套与该职务实际情况相似的测试 项目,将被试者安排在模拟的、逼真的工作环 境中,要求被试者处理可能出现的各种问题, 用多种方法来测评其心理素质、潜在能力的 系列方法。 Evaluaton onr. ith Aspose slides for NET 4o client P Evaluation only. Created with Aspose Slides for NET 4.0 Client Profile 171 Copyright 2004 -2017 Aspose Pty Ltd  Evaluation only. Created with Aspose.Slides for .NET 4.0 Client Profile 17.1. Copyright 2004-2017Aspose Pty Ltd. Evaluation only. Created with Aspose.Slides for .NET 4.0 Client Profile 17.1. Copyright 2004-2017Aspose Pty Ltd. 第一节概述 方法比较: 1,心理测试:过于抽象,是对一些品质的间接推断,结 果与实际行为并不十分一致。 2,面试:依赖于主试的直觉判断,与工作绩效关联甚少 如夸夸其谈经商光荣,真正一试未免如此。 3,观察评定:且不说隐蔽行为,就是显现行为也往往难 以评价。如哭泣可能是喜悦可能是悲伤。 4,情景模拟:将工作进行模拟,与未来职务表现直接关 联。如让人试装电脑。 Evaluaton onr. ith Aspose slides for NET 4o client P Evaluation only. Created with Aspose Slides for NET 4.0 Client Profile 171 Copyright 2004 -2017 Aspose Pty Ltd  Evaluation only. Created with Aspose.Slides for .NET 4.0 Client Profile 17.1. Copyright 2004-2017Aspose Pty Ltd. Evaluation only. Created with Aspose.Slides for .NET 4.0 Client Profile 17.1. Copyright 2004-2017Aspose Pty Ltd. 第一节概述 、缺陷 ,主要适用于一些机械制造、操作技术人员的 职务,对于需要人际交往能力的工作预测不好 ,只评价一个人能做什么,不能评价其有何潜 力,因此,只适用于选拔录用,不适用于培 开发 ,只能单个进行,时间长、成本高 Evaluaton onr. ith Aspose slides for NET 4o client P Evaluation only. Created with Aspose Slides for NET 4.0 Client Profile