Talent, a material that can be made, needs carving, but the current ability is not enough;
Talents, usually talents, are dry talents, generals or generalists in enterprises;
Rich, honest, loyal to the enterprise and can create a lot of wealth for the enterprise;
People are laid off, and they are resolutely laid off without virtue and incompetence.
In May 2005, a large enterprise in Shanghai recruited the general manager of the sales department with an annual salary of 500,000 yuan, and the board of directors invited three senior talent evaluators to conduct an assessment interview on the 20 finalists. In June 2005, Mr. Wang, an outstanding talent evaluation division in Beijing, was "hunted" by a well-known headhunting company in China with an annual salary of one million. It is reported that in the United States, the annual direct income from talent assessment services has reached more than $654.38+0 billion, which can reach more than $654.38+0 billion if the consulting and training expenses related to assessment services are included. Usually, professional appraisal institutions have the advantages of technology and talents, and can provide customers with multi-level and all-round appraisal agency services. Are you rich or laid off? How should enterprises correctly use "talents"? Talent evaluation division is such an indispensable gold medal Bole, which can help you get out of the maze and capture talents for enterprises.
Lens 1: Test your second spring in the workplace.
One day in July, 2005, the reporter worked as a temporary assistant to Mr. Wang Hao in a talent evaluation agency in Beijing, and welcomed the first customer of the day, Ms. Xia Shanshan. Shanshan, who is tall and beautiful, is the planning manager of a foreign-funded enterprise in Beijing. Although she is only 32 years old, with two master's degrees and an annual salary of $50,000, she still suffers from the popular job burnout. Previously, she had many exchanges and communication with Wang Hao.
What Shanshan wants to finish today is a test paper imported from a famous foreign psychological institution. It has five links, covering IQ, EQ, adversity quotient and other aspects, focusing on exploring people's subconscious and potential abilities in the workplace. Two and a half hours later, Shanshan finished the answer sheet. Wang Hao told her that the test and analysis report will be sent to Shanshan's mailbox within 24 hours.
10 days later, the reporter learned that at the suggestion of talent evaluation division, Shanshan decided to give up her present job and put her resume in a headhunting company. Soon, a listed company in Beijing invited Shanshan to be the director of the strategy department with a high annual salary. The shock and excitement brought by her new career made Shanshan very happy. She felt that her professional enthusiasm was ignited again. Talent evaluation division Wang Hao told reporters that after a month's understanding and comprehensive evaluation, Shanshan especially likes to pursue novelty and excitement in the workplace. Her explosive thinking habit determines that she should look for new enterprises and open up markets in a higher position.
What qualities do you need to be an excellent talent evaluation division? The reporter learned in the interview that as an excellent appraiser, especially an appraiser engaged in the direction of enterprise personnel management, we must first master comprehensive knowledge such as psychology, human resource management, statistics, behavior, sociology and computer science; It requires employees to have certain knowledge structure, ability and professional skills, especially the knowledge of psychometrics related disciplines; We should have a comprehensive understanding of all walks of life, have certain social experience, have strong language expression ability and logical thinking ability, especially be helpful and know how to listen.
Follow-up summary:
What is the definition of talent evaluation division's new job?
Employees engaged in talent evaluation division occupation should refer to professionals who can organically combine modern talent evaluation technology with practical operation and effectively help employers to realize scientific and effective talent selection, talent utilization, talent training and talent retention.
What does talent evaluation division's job include?
The appraiser's work includes: in the process of human resource management in various organizations, correctly using various professional psychological testing methods, file baskets, interviews, situation assessment and other evaluation methods to evaluate personnel; Accurately explain the evaluation results; Give advice and be able to participate in the compilation of test questions in the evaluation center.
Lens 2: Let people "only" be where they should be.
Yang Lu is the general manager of a professional portal. In 2004, together with the human resources department, he carefully selected three outstanding candidates, Lin Li, Wu Xiao and Chuan Jian, and put them in the sales department, marketing department and human resources department respectively, and they were heavily empowered and reused. However, one year later, Lin Li, who returned from overseas, did not hand over a satisfactory sales performance answer sheet as everyone expected; Wu Xiao, who is in charge of the company's marketing department, has many loopholes in the annual work summary; Chuanjian, who works in human resources, is constantly complained by employees.
Should we let them go? Yang Lu decided to invite a senior talent appraiser to help with the evaluation. The evaluation results made everyone in an uproar-many people seem to like communication, but in fact they are only good at dealing with personnel relations, and the most suitable position for him is human resources department; Wu Xiao has been engaged in market research in the past, but his keen and courageous judgment and momentum, as well as years of market experience accumulation, are more suitable for sales work; Chuan Jian likes to try new things. Working in the office for 8 hours every day has wiped out all his inspiration, and the market work is all his.
After the new adjustment, the three "talents" returned to their posts. By July 2005, Wu Xiao had completed the annual sales task in only half a year. Chuanjian's market research report has won unanimous praise from the industry; Company/KLOC-More than 0/00 people praised Lin Li's humanistic creativity in human resources work.
"It is a gift, but it must be in the right position to become an adult's' wealth'." Experts say so.
Whether to have high-quality talents is increasingly becoming a prerequisite to determine whether an organization can have core competitive advantages; It is also very important to select high-quality talents objectively, reliably and fairly and arrange them reasonably. In addition to using ready-made talent evaluation tools, it is more important that professionals engaged in talent evaluation can use evaluation tools and methods reasonably to make a correct evaluation of the subjects. This requires the support of talent evaluation division team, a professional team proficient in modern talent assessment technology.
Lens 3: The prospect of talent evaluation is good.
In recent years, the talent evaluation industry has developed rapidly. At present, nearly 70% of the more than 3,300 various talent service institutions in China have added or are preparing to add talents as service projects. Talent evaluation in Beijing, Guangzhou, Shanghai, Shandong, Fujian and Liaoning is relatively mature, while the demand for talent evaluation in various organizations in other regions, especially large state-owned enterprises and state organs, is increasing day by day. Many overseas returnees have brought some advanced assessment techniques and concepts back to China, and talent evaluation division has a bright career prospect.
Online guests:
Ms. Xiao Ting, Deputy Director of the Talent Evaluation Office of the National Talent Mobility Center of the Ministry of Personnel
There are less than 1000 certified appraisers.
Director Xiao said that according to statistics, there are more than 3 million employees in human resources and related management in China. At present, there are less than 1000 people in talent evaluation division who have passed our professional training and unified certification examination, and there is a considerable shortage of talents and huge room for development.
At present, the starting salary of undergraduate students majoring in psychological measurement reaches 3000 yuan, the starting salary of psychology graduate students with more than 3 years of work experience is more than 6000 yuan, and the annual salary of senior excellent appraisers is higher.
The choice of evaluation tools is equally important.
The reporter learned from the interview with the Talent Evaluation Office that the National Talent Mobility Center of the Ministry of Personnel has set up a talent evaluation office since 200 1, which is responsible for the development and marketing of talent evaluation services based on the actual needs of various institutions. The center has organized a large number of well-known experts and scholars in the fields of human resource management, psychological measurement and talent evaluation in China, and has developed and tested the national talent evaluation system for three years. It is one of the talent evaluation tools with relatively perfect functions, high reliability and validity and convenient operation among many evaluation products at home and abroad. In the process of marketing promotion and after-sales tracking service, personnel of talent evaluation service still pay attention to collecting normative data and users' constructive opinions, regularly upgrade and revise products, and develop evaluation subsystems of evaluation centers suitable for different industries and positions.
Who will train talent evaluation division?
Talent evaluation division, who is worthy of the name, knows both theoretical knowledge and practical skills of evaluation, and is the most needed talent in the market. Therefore, in order to ensure the authority and effectiveness of the training certification system, the China Talent Exchange Association and the National Talent Mobility Center of the Ministry of Personnel set up a "Expert Committee of Talent Evaluators" last year to define and guide the training courses, textbook compilation and examination contents. Members of the Committee are well-known professors in this field and business people with rich practical experience in China. Over the past year, designated training units have been set up in Beijing, Tianjin, Shanghai, Qingdao, Nanjing, Dalian, Zhuhai and Heilongjiang.
Beware of misunderstanding
Finally, when talking about the shortcomings of the current talent market, Director Xiao said that according to statistics, only 37.2% of enterprises have applied talent evaluation technology in human resource management, while the practical application of talent evaluation technology by world-renowned enterprises that have entered the top 500 in the world has become more common, and the gap is quite obvious. Although talent evaluation is recognized by more and more job seekers and enterprises, there are still some misunderstandings about talent evaluation.
First of all, some personnel directors don't understand quality evaluation, and still conduct personnel recruitment and personnel management according to subjective impressions and superior requirements; Secondly, some business leaders are unwilling to spend more money on training or hiring professional talent evaluation division. They haven't realized that the application of talent evaluation in enterprise human resource management can meet the real needs of enterprises and individuals, but they think it is increasing the cost of employing people. In order to reverse this situation and narrow the gap with the international community, we will continue to strive to add new technical elements to the existing talent evaluation division certification programs and adopt more reasonable assessment methods, so as to spawn more talent assessment service institutions with excellent professional quality.