How to choose the evaluation method

Case point: Design evaluation scheme Case name: Case background: In recent years, the clothing sales of a clothing factory are expanding day by day, and the clothing orders of its specialty stores all over the country are increasing year by year. This requires manufacturers to expand production. Because the cost of transporting clothes from the original factory to various specialty stores is too high, the manufacturer decided to set up branches in the main sales places, with senior leaders and technical instructors sent from the main factory, and low-level leaders and first-line production workers recruited from the local area. Li, a career counselor in a city, was appointed by the company to help him preside over the whole recruitment. At the job fair, Li received many resumes. In order to do a good job in this selection and placement, Li decided to assess those who meet the requirements in education and age to ensure that outstanding people are selected to suitable posts. After analyzing the work of each position in advance, Li decided to evaluate the candidates from three aspects: ability, personality and interest. After determining the post evaluation project, Li Can was puzzled. What tools are used to measure it? To this end, Li went to consult Xiao Wu of the human resources department of an information consulting company. Li: "I want to test the ability of candidates. Can I use the general vocational ability test?" Xiao Wu: "That depends on what ability you measure?" Li: "The front-line workers we recruit mainly need sewing processing. I want to test my observation and practical ability. " Xiao Wu: "Well, then you need to do a special observation test and practical ability test. Test observation has a special paper-and-pencil test. Hands-on ability is a kind of physical operation ability, which needs to be measured by operation test. " Li: "Oh, then find an observation test and an operation test in the psychological measurement book?" Xiao Wu: "No, we should choose standardized tests with measurement indicators and specifications. Some tests in the book are for learning only and are not operational. You can buy a suitable test from an institution that specializes in developing psychological tests. " Li: "What about measuring personality? What method is needed to measure personality? " Xiao Wu: "There are some good and recognized scales for measuring personality. For example, the personality tendency questionnaire of job seekers and the multiple personality test of job seekers. The personality orientation questionnaire for job seekers is mainly used to classify people, and people of the same type can be assigned to the same working group. The multiple personality test for job seekers measures the characteristics of people in all aspects of personality and can be used when selecting specific people. " Li: "Is there a test to measure career interest?" Xiao Wu: "Yes, the hexagonal test of professional interest and the compass test of professional interest are both very good." Li: "Then I can use these tests you introduced to complete my whole selection and placement work?" Xiao Wu: "However, front-line operators and managers are different. They have special requirements for managers in terms of management ability and personality. His abilities in all aspects need to be considered comprehensively. In addition to the above methods, he can also use other methods, such as interview and evaluation center technology. " Li: "I see, for some special posts and special people, we should also choose some special methods according to the specific situation." Then how should these methods you introduced be operated? "Xiao Wu:" Ordinary paper-and-pencil tests, such as personality test, interest test and observation test, can be organized by people collectively, while special skills, such as interview, need to be tested separately. Li: "I see. Thank you for your advice." I will design these methods in detail later. "After consulting Xiao Wu, Li Qingzhu clearly knew what methods should be adopted in the whole recruitment process, and the problem was solved. A stone in his heart fell to the ground and he went back happily. Diagnostic results: Choosing evaluation method is an important part of designing evaluation scheme, and whether the evaluation method is appropriate directly affects the effectiveness of evaluation. Suggestion: 1. Understand the content, characteristics and scope of application of various evaluation methods. 2. Make clear what kind of measuring tools are scientific and effective. 3. Fully consider the necessity and possibility of implementing various evaluation methods. 4. Make it clear that the evaluation methods should closely correspond to the evaluation dimensions. 5. Conditional areas can seek the help of psychological evaluation experts. Case comment: To choose evaluation methods, we need to know the characteristics, contents and scope of application of various evaluation methods first. Any evaluation method can only measure certain contents. Different methods have different theoretical bases. They are also suitable for different test objects. When choosing evaluation methods, we must be very familiar with the contents and application scope of various evaluation methods. Only in this way can we choose the appropriate measurement method according to the measured size. Secondly, we should also pay attention to the selection of standardized measurement tools with reliability, validity and norm. Only by standardizing the test procedure can we avoid the influence of irrelevant factors on the test. The reliability and validity of the test ensure the reliability and credibility of the test results. Meanwhile, with the norm, individual test results can be compared. Only in this way can the interpretation of the test results be reasonable and fair. In addition, when selecting evaluation methods, we should also pay attention to the following points; 1. Fully consider the requirements of the evaluation method for the implementation conditions, including the implementation mode, time limit, requirements for the site, special requirements for the implementers, etc. 2. The selected test method should correspond to the content of evaluation. For example, to test the candidate's personality, you need to choose the corresponding personality test. At the same time, we should also consider the purpose of evaluation. For example, in order to understand the characteristics of individuals in all aspects of personality, we should use the multiple personality test of job seekers instead of the personality tendency test of job seekers. 3. Effectively weigh the advantages and disadvantages of various evaluation methods, make full use of their advantages, and prevent the evaluation from being affected by shortcomings. The ruler is short, the inch is long, and various evaluation methods have their own limitations. Paper-and-pencil test is simple and easy, and can be tested collectively, with less requirements for the environment, high degree of standardization, easy scoring and explanation, and relatively low requirements for testers; However, the measurement results of paper-and-pencil test sometimes can't reflect the performance of the subjects in real situations, and it is difficult to evaluate some evaluation dimensions such as communication ability and organization and coordination ability through paper-and-pencil test. Situational evaluation method is complex, difficult to standardize, difficult to score and explain, and requires higher evaluation, but it can effectively evaluate some practical projects. 4. Use the evaluation method economically and effectively. In the evaluation, we should not only consider the accuracy and effectiveness of the evaluation, but also fully consider the cost of the evaluation, that is, the relationship between input and income. When choosing the evaluation method, we should also consider its economy. If you can use low-cost evaluation methods, try not to use high-cost evaluation methods. If the evaluation can be completed in a short time, don't use the evaluation method that takes a long time.