because group discussion is the most suitable for leadership analysis

role-playing is to evaluate the quality potential, and the effect is not necessarily high

management games is the most commonly used

hope to adopt it, thank you

= = = = = = = = = = = Read in detail from the Shanxi Self-taught Examination Network = =

it is a way of evaluation, not a unit or a place.

second, application: the characteristics of the evaluation center:

1. comprehensiveness: it is a comprehensive merger of other evaluation technologies and means.

2. Dynamic: it is the movement variability of its manifestation. Compared with questionnaire, observation and evaluation, interview projection, the subjects in the evaluation center are in the most excited state.

3. Standardization: Compared with behavior observation and interview, the evaluation center has the characteristics of standardization, which is also reflected in the identity of the stimulus and response conditions of the subjects.

4. Overall interaction: The evaluation of the subjects by the main examiners is mostly carried out in group interaction for comparative overall evaluation.

5. comprehensiveness: it is a comprehensive evaluation activity, which is evaluated by multiple evaluators.

6. Forecast is the main purpose: The evaluation center mainly predicts the management ability and performance of managers, so its evaluation content is mainly the management quality and potential of managers.

7. Realistic image: management games, for example, is natural and vivid, which is similar to actual work but not the same as actual work.

8. Behavioral: In the test, the subjects are required to show their behaviors, and the main examiners observe and evaluate their behaviors. (complexity, intuition and vividness)

Third, memorization: document processing: also known as document processing test, it is the most used form of evaluation in evaluation centers, and it is also considered to be the most effective form. It is assumed that the tested person will take over or replace the work of a manager, and there are a lot of documents to be processed on the desk of his office, which come from various typical problems and instructions, daily chores and important events of the rapidly changing superiors and subordinates, internal and external organizations, and all these letters, records and urgent items are required to be completed within 2-3 hours. After the treatment, the subjects were asked to fill in the behavior reason questionnaire and explain why they treated it this way.

The ability of organizing, planning, analyzing, judging, making decisions and assigning tasks, and the degree of understanding and sensitivity to the working environment are evaluated.

memorization: group discussion: it is also a common form of evaluation center. Group discussion form:

1. Role designation form, which means leading group discussion.

2. The role is free to discuss, and the representative is leaderless group discussion.

the most typical form of group discussion is role-free group discussion, which is very effective in evaluating the collective leadership skills of managers, especially for evaluating the qualities of specific leaders such as analyzing problems, solving problems and making decisions.

Role-free group discussion divides the participants into different groups, with 4-8 people in each group. No person in charge is appointed, and everyone has equal status. They are required to discuss some controversial issues, and finally they are required to form an agreement and report in writing, and each team member signs it to show their own consent to the report.

Subjective people usually sit next door or secretly watch the whole discussion process through the TV screen to see who is good at controlling the meeting, concentrating correct opinions, explaining others and reaching agreement. In order to increase the situational pressure, the main style can also release various change information to the discussion group at regular intervals, forcing it to constantly change the plan and introduce group disputes.

5. memorization: management games is a standardized simulation activity based on the completion of a certain "actual work task", and the actual management ability of the subjects is evaluated through activity observation. (It is also one of the commonly used methods in evaluation centers)

6. Memorization: Role-playing is a situational simulation activity mainly used to evaluate interpersonal relationship processing ability. Subjectively observe and record the behaviors of the subjects in different role situations, and evaluate their quality potential. (the validity is not necessarily high)

VII. Memorization: interview simulation: refers to a special situation simulation. In this simulation, one subject asks to have a peer-to-peer conversation with another subject who plays a subordinate, colleague or customer. Generally speaking, the time is not long, 1-15 minutes, and the preparation time is 8-1 minutes.

interview simulation is very effective for evaluating the oral communication skills, flexibility and adaptability, interpersonal problem solving ability, etc.

8. memorization: written case analysis: in this form, the subjects are first asked to read some materials about the problems in the management of an organization, and then they are required to submit an analysis report to the senior leaders.

IX. Comprehension: Three forms of document processing: 1. Background simulation. 2, document category processing simulation. 3. Simulation of treatment process.

compared with other forms of evaluation center, document processing is easy to operate and has high validity, because the evaluation situation is almost consistent with the actual work situation.

1. Comprehension: Evaluation of various roles in role-playing:

1. Grasping the role: whether to quickly judge the situation and enter the role, and take corresponding countermeasures according to the requirements of the specification.

2. Behavior performance of the role: behavior style, values, interpersonal tendency, oral expression, thinking agility and adaptability.

3. Whether the dress, appearance and manners of the role meet the requirements of the role and the situation at that time.

4. Other contents: skills of relaxing atmosphere and resolving contradictions, degree of achieving goals, correctness of behavior strategies, degree of behavior optimization, interpersonal skills, emotional control ability, etc.

11. Comprehension: Advantages and disadvantages of fact judgment:

1. It is very suitable for evaluating the ability of subjects to collect information, especially how to obtain information from those who are unwilling or unable to provide all the information and finally grasp the facts.

2. Disadvantages: It is difficult in design and implementation. In order to ensure that the activity of fact judgment is challenging to some extent, the information of the preparation materials must be comprehensive and comprehensive, and the examiners must predict many judgments or problems that the subjects may make. In order to answer the questions of the subjects in time, the tutors or examiners must be very familiar with the relevant information, but it is difficult for the assistants to show consistent behavior in front of all the subjects.

12. Comprehension: Advantages and disadvantages of written case analysis:

Advantages: It is quite convenient to operate, and can be combined to evaluate general ability (such as organizing a life activity) and special skills (such as calculating investment income). When the written analysis report is submitted, the examiner can analyze and evaluate it from the form and content of the report.

Disadvantages: Scoring is subjective, and it is difficult to formulate an objective scoring standard.

XIII. Application: Main disadvantages of group discussion:

1. When the members of the group are very different in status and experience, or there is unnecessary restraint among the members, the group discussion may not be successful, because there are too many visible skills, or the demonstrated abilities are common.

2. If the group discussion has little to do with the future tasks, it will reduce the validity.

3. The leaderless group discussion mainly measures the degree of individual prominence, the degree of group goal achievement, social skills and the speed of leadership angle; The discussion with leading group is mainly to evaluate the stubbornness, independence and ability to understand the leadership intention of the tested.

4. Some people think that the group discussion lacks representativeness.

5. There is a lack of comparability between groups.

XIV. Application: Advantages and Disadvantages of management games:

Advantages: 1. It can highlight the time and space constraints of the actual work situation. 2. It is interesting. 3. Cognitive function of social relations.

Disadvantages: 1. Subjects concentrate on defeating each other, thus ignoring the study of some management principles they should master.

2. The creativity of the subjects was suppressed. 3, the operation is inconvenient and difficult to observe. 4. Take time.

XV. Application: Main forms of evaluation center:

1. Official document processing: (1) background simulation; (2) document category processing simulation; (3) Simulation of treatment process.

2. group discussion: (1) the form of role assignment; (2) the role of free discussion form.

3. management games.

4. Role-playing.

5. Other forms: (1) interview simulation; (2) fact judgment; (3) Written case analysis.

XVI. Comprehension: Problems that should be paid attention to in the scenario design of the evaluation center:

1. Similarity: The so-called similarity requires that the designed scenario should be similar to the actual work of the position to be hired, which is embodied in:

similarity in quality, content and conditions.

2. typicality: (1) The simulated situation is the most important and key content in the future work of the subjects;

(2) The designed situation is not to extract a paragraph from the actual work, but to summarize, generalize and concentrate the key and most representative situations in the actual work situation, so that what happened at different times and under different circumstances can appear in a concentrated way.

3. Realism: It means that the designed situation must be similar to the actual situation in terms of environment layout, atmosphere rendering and evaluation requirements, otherwise the situation simulation will lose its evaluation value.

4. Highlight the theme: let the participants' behavior activities revolve around the "main line" to highlight the evaluated quality.

5. High conception, small opening, deep excavation and appropriate difficulty.

XVII. Comprehension: Preparations that should be made before the establishment of the evaluation center:

1. Determine the quality items to be evaluated in the activities of the evaluation center.

2. For each quality item, find some representative behaviors that are easy to distinguish and identify.

3. Choose an appropriate evaluation center according to the requirements of the position to be hired.

4. For each quality evaluation project, determine the marks that distinguish different levels and grades.

5. Determine the scoring standard.

6. Formulate relevant programs, plans and program requirements for the activities of the evaluation center.

XVIII. Comprehension: The main problems existing in the evaluation center are:

1. It is expensive and costly.

2. The application scope is small. Mainly used for the evaluation of management ability.

3, the average person can't operate.

4. It is difficult to identify the quality of the evaluation center method.

5. There are some insurmountable errors.

6. Problems revealed in court dispute cases:

(1) The implementation and results of the evaluation center must fully ensure consistency and fairness.

(2) No matter how effective a part of the evaluation center is, the whole system must be complete, and attention should be paid to matching with other methods and laws, otherwise it will be vulnerable.

potential problems: high performance validity cannot guarantee actual validity; Job analysis and situation simulation are the guarantee of the content validity of the evaluation center method, but the job itself is accused because it does not prove the process of selecting elements from the relationship between work residence or job responsibilities and evaluation, and situation simulation is unrealistic; There are also doubts about the subjectivity of grading and the differences between evaluation groups.

Therefore, we should monitor the quality of the evaluation center in progress and strengthen the control and adjustment of the differences between evaluators: (1) Multi-method evaluation; (2) Evaluators must receive training.

XIX. Application: Operating procedures of the evaluation center (for the main test):

1. Observe the behavior of the subjects. 2. Classify the recorded behaviors.

3. Give each quality evaluation item a score (the score generally ranges from to 5 points, with 6 levels of * * *, of which 3 is up to standard, 5 is far above the requirements, and does not show the quality required by the actual work at all)

4. Designate observation raters to report the evaluation results. 5, the rest of the main test record the relevant facts in the report.

6. Comprehensive score of elements. 7. Publish the scoring results of each main test for everyone. 8, the main discussion. 9. Other comments.

2. application: the reasons for the failure of the evaluation center.

1. Some evaluation centers fail because of insufficient preparation and planning.

2. Some evaluation centers are not implemented because the preparation work is too complicated.

3. Some evaluation centers fail because the results of evaluation centers are misused or not used at all.

4. Some evaluation centers fail because the evaluation results lack predictive validity.

4. Some evaluation centers fail because they can't get the support and help from senior managers.

Therefore, to improve the shortcomings of the above evaluation center, the key points should be paid attention to:

1. The evaluation center must strengthen technical innovation.

2. The implementation of the evaluation center should be coordinated with other measures to ensure the perfection of the evaluation center.