管理能力结构化测试的问题与对策
发布时间：2018-09-08 06:16
【摘要】：在管理者招聘中普遍采用的结构化测试的有效性是有条件的,它要求测试的要素、测试的试题、评分的过程都具有确定性,并要求主考和评委能够熟练地掌握评分标准与方法。对于高能级的管理能力,如管理决策能力等,结构化测评的效度是很低的,在测评高级企业管理人才和高层领导干部的管理能力时,结构化测试的方法难以奏效,需要引入非结构化测试的方法。在一定的条件下,非结构化的测试方法,可以具有较高的效度。
[Abstract]:The validity of structured test, which is widely used in manager recruitment, is conditional. It requires the determinacy of the elements of the test, the test questions and the scoring process, and requires the examiners and the judges to master the scoring criteria and methods skillfully. For high-energy management ability, such as management decision ability, the validity of structured evaluation is very low. When evaluating the management ability of senior enterprise management talents and senior leading cadres, the structured test method is difficult to work. Unstructured testing methods need to be introduced. Under certain conditions, the unstructured test method can have higher validity.
【作者单位】： 南京师范大学商学院 南京师范大学商学院
【基金】：国家自然科学基金资助项目(70172027)
【分类号】：C93
本文编号：2229624
[Abstract]:The validity of structured test, which is widely used in manager recruitment, is conditional. It requires the determinacy of the elements of the test, the test questions and the scoring process, and requires the examiners and the judges to master the scoring criteria and methods skillfully. For high-energy management ability, such as management decision ability, the validity of structured evaluation is very low. When evaluating the management ability of senior enterprise management talents and senior leading cadres, the structured test method is difficult to work. Unstructured testing methods need to be introduced. Under certain conditions, the unstructured test method can have higher validity.
【作者单位】： 南京师范大学商学院 南京师范大学商学院
【基金】：国家自然科学基金资助项目(70172027)
【分类号】：C93
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