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人才测评的误差性原理

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错误原则是人才评估的推断结论是错误的,而不是100%绝对判断错误是评估的伴随,并且评估中必定存在错误。评估错误来自三个方面:第一个是人体特征测量过程中产生的误差;第二是理解人才标准的错误;第三个是与人才特征和人才标准相匹配的决策模型的错误。 p>

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首先,人才特征的测量容易出错。人们不仅具有自然属性,而且具有社会属性,尤其是社会属性,例如人类动机,态度,道德,价值观,信仰,潜力等。这些属性不仅仅是因为它们。它本身很复杂,其表达形式也是多变的。观察和测量并不容易。这通常被认为是“不可预测的”。这些社会属性或潜在特征的测量主要通过观察和测量受试者的行为来进行,因此它是间接测量。在间接测量过程中,测量工具的适用性,测量过程操作的严格性以及测量结果(数据)的处理和表达都会影响误差。除评估工具和流程外,测试人员在评估过程中的参与和适应性也会影响测量结果的准确性。

为了控制和减少测量误差对测量结果的影响,人们总结并探索了许多方法和工具,以形成专门用于测量的科学理论,即测量理论。其中,经典测量理论(CTT)更好地解决了测量误差控制方法。现代测量理论,如项目响应理论(IRT)和泛化理论(GT),也减少和控制了测量误差,提高了测量精度。贡献。就目前的科技发展水平而言,我们人才的测量精度远远不能与物体的测量精度相媲美。因此,人员评估的准确性不能用于确定人员评估的准确性。

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Secondly, the misunderstanding of talent standards will also lead to errors in the results of talent assessment. The standard of human beings is a reflection of the objective requirements of talents in social and organizational development. The Chinese imperial examination is a typical example. For more than 1,300 years, the standards for talents referenced in the imperial examinations have hardly changed, and they have not kept pace with the times, which has led to the abolition. For an organization, to determine its talent standards, it is necessary to accurately understand the nature of the organization, organizational goals, organizational strategy, job characteristics, organizational culture, and the country or region in which the organization is located, industry, and market environment. It can be seen that the talent standard involves a wide range of aspects, and slight negligence is likely to cause deviations. Most of the operators of traditional assessments have insufficient understanding of the importance of talent standards. There is no scientific and quantitative research on talent standards. There are few guiding principles and scientific technical ideas for talent standards. The talent standards are vague or The difference between the actual and the actual, which affects the accuracy of the evaluation results

Finally, match the error generated by the decision model. Decision model refers to the overall structure of decision-making composed of decision makers, decision-making basis, decision-making tools and decision-making processes. The appropriateness of decision-making not only affects the correctness of decision-making, but also has a great impact on the efficiency of decision-making. There are different decision-making models for appointment decisions for different levels of people, such as recruiting blue-collar workers and recruiting new college graduates. Their decision makers, decision-making tools, and decision-making processes are very different. Whether the weighted decision-making mode or the Taobao decision-making mode is very different for different organizations and levels of personnel, the results of the evaluation ultimately work by matching the decision-making conclusions. Therefore, the talent assessment work cannot be done only. In the measurement tools, we must also study on the decision model to find the best decision model

xx错误原则告诉我们评估的任何部分都可能存在错误,这可能使我们的评估结果与实际情况有很大不同。因此,我们的任务是减少和控制错误并将错误控制在可接受的范围内。存在多种类型的错误,存在系统错误和随机错误,还存在一些错误和自然错误,并且还存在一种非工作错误,即主观制造错误,即欺诈。历代以来,有许多人在考试和评价中作弊。它也可以说是评估的伴侣。测试评估欺诈不仅影响评估结果的准确性,还影响评估的公平性和公正性。它反映了不良的社会氛围,也将助长社会的邪恶精神。因此,在进行人才评估时,有必要在工具流程,政策体系,法律法规等不同层面制定法规和限制。

错误原则并不是否定评估的科学性和实用性。相反,承认评估错误是一种科学态度。它使我们能够更合理地理解人才评估,并采用更有效的手段和方法来控制评估的错误。世界上没有绝对的真理,只有无限接近真理。