[Project Fact Sheet] Talent Assessment Project Sharing for Electric Power Enterprises

He paid close attention to human resources expert Hua Xin, conducted face-to-face communication with a professional consultant team, improved the level of case analysis, reviewed the overall situation of industry research, and appreciated the management in classic reading. Looking forward to communicating and discussing with you!

A power supply company (a pseudonym) was established in 1917 and has a history of more than 80 years. It is a national large-scale power supply enterprise with a power supply area of ​​37,400 square kilometers. It is responsible for providing safe, reliable and stable power to the capital Beijing, and it supplies power to 13 counties in 4 districts of a city. At present, the company has 115 substations, including 1,500 kV, 3 500 kV series compensation stations, 7 220 kV, 24 110 kV, and 83 35 kV. There are 216 transmission lines with a total length of 4,648 kilometers, of which 9,500 kV and 750 kilometers. 220 kV, 18 lines, 614 kilometers; 110 kV, 68 lines, 1302 kilometers. Electricity sales in 2002: 4.2 billion kilowatt-hours; over-grid electricity: 27.7 billion kilowatt-hours. The company has been rated as a "three-star power supply company" by the group company, "a first-class power supply company" by the State Power Corporation, "National Model Worker's House" by the China Federation of Trade Unions, and evaluated by the Central Committee of Spiritual Civilization To "create an advanced unit of civilized industry in the country". The company has been awarded the title of "civilized unit" at the provincial level for 14 consecutive years and the title of "civilized unit" at the municipal level for 19 consecutive years. With the development of the power grid, power supply companies have become the hub of "transmission of electricity from the west to the east" and the main power artery that guarantees power supply to the capital Beijing, playing an important role in the North China power grid. A power company has recruited 40 fresh graduates this year. After the company's unified training, it will be allocated to units at all levels under the jurisdiction of the city according to its comprehensive capabilities and job matching. But at present, the company has encountered some difficulties in selecting talents. ▲ Huaheng Zhixin——Case Study Center1. The education background of new employees is diverse. It is difficult to distinguish the capabilities of new employees through a unified assessment within the company. Among the 40 employees recruited are undergraduates from colleges, three types of undergraduate courses, two types of undergraduate courses and one type of undergraduate courses, and graduate students. It is difficult for students of different education levels to conduct a unified comprehensive ability test. 2. The company lacks a fair, just and credible comprehensive ability test method. A state-owned power supply company hopes to introduce a more rigorous and scientific method of talent assessment, which is only applicable to the number of talents and rationally arranges the positions of new employees. This approach was rare in previous talent management and lacked corresponding experience. Huaheng Zhixin believes that the power company hopes to arrange positions for new employees through a comprehensive ability test and must understand the composition of talent capabilities. According to the iceberg model, different expressions of individual quality can be divided into "the part on the iceberg" on the surface and "the part under the iceberg" on the surface. Among them, "the part on the iceberg" includes basic knowledge and skills, is an external performance, easy to understand and measure, and relatively easy to change and develop through training. The "under the iceberg" includes social roles, self-images, traits, and motivations, which are difficult to measure within humans. They are not easily changed by external influences, but they play a key role in human behavior and performance. In the quantitative assessment of new employees 'comprehensive capabilities, we should not limit ourselves to the assessment of skills and knowledge, but should comprehensively consider job seekers' motivation, personal qualities, values, self-awareness and role positioning. Without good job motivation, quality, values ​​and other relevant quality support, the impact of new hires on the company is limited. However, in the case of a specific power company, the following factors need to be considered: 1. Different types of work have different quality requirements, and it is necessary to determine the qualified quality required by the power supply company. 2. Secondly, after determining competence, Huaheng Zhixin needs to help companies design a specific and feasible evaluation plan. Ensure that the program effectively separates new hires from different levels of education based on their comprehensive capabilities and qualities. ▲ Huaheng Zhixin——Case Study Center1. In order to determine the composition of employees' comprehensive capabilities and qualities, the iceberg model 1. Different types of work have different quality requirements, and it is necessary to determine the qualified quality required by the power supply company. 2. Secondly, after determining competence, Huaheng Zhixin needs to help companies design a specific and feasible evaluation plan. Ensure that the program effectively separates new hires from different levels of education based on their comprehensive capabilities and qualities. ▲ Huaheng Zhixin——Case Study Center1. In order to determine the composition of employees' comprehensive capabilities and qualities, the iceberg model 1. Different types of work have different quality requirements, and it is necessary to determine the qualified quality required by the power supply company. 2. Secondly, after determining competence, Huaheng Zhixin needs to help companies design a specific and feasible evaluation plan. Ensure that the program effectively separates new hires from different levels of education based on their comprehensive capabilities and qualities. ▲ Huaheng Zhixin——Case Study Center1. In order to determine the composition of employees' comprehensive capabilities and qualities, the iceberg model

Among them, language expression and reading ability, English application ability and computer application ability are the basic skills of talents. These skills are easy to develop through training and play an important role in employees' basic work. However, the ability of thinking logic, employee motivation and self-direction is difficult to obtain through acquired training, but it has a great impact on the work of employees. By assessing these abilities, not only can employees' existing skills, such as English and computer skills, but also some ingrained, immutable qualities be ensured to ensure the comparability of new employees of different education levels. 2. In the process of designing the corresponding scientific test questions, follow these principles: (1) fair and objective: there are no difficult or strange problems; (2) reasonable and scientific: there is no ambiguity between the subject and its branches; the choice is the same Qualitative and confusing. (3) Strong comprehensiveness: a multi-dimensional and multi-angle survey of the comprehensive capabilities of employees; (4) the test materials are simple and clear, the information is rich, and there is no redundant information; For example, we designed the following theme when measuring the comprehensive ability of employees: For example, a young man sends many resumes to some advertising companies to apply for a job. One of them wrote him a letter: "Although you think your writing is good, from your letter we found many grammatical errors and even some typos." The young man thought: if this is true, I should thank them for telling me and then correcting it. So he wrote a thank you letter to the company. A few days later, he received another letter from the company informing him that he had been hired. The purpose of this article is to tell us that (a) Opportunities are often obtained unintentionally. When a company recruits b, it pays more attention to the attitude of the job seeker. Humility can gain more knowledge and respect from others. Good writing skills are a prerequisite for a successful job search. This topic examines the values ​​of new hires and their assessment of work attitudes and perceptions. On the other hand, it also fits the theme of theme design, that is, it not only evaluates new employees, but also achieves the purpose of education. a, b and c go to the supermarket for drinks, one for cola, one for fruit juice, and one for black tea. All three have just played basketball, one has just played basketball, one has just played tennis, and one has just played badminton. As we all know: Basketball players do not buy black tea, badminton players buy fruit juice, b does not play badminton, c does not play basketball, and b does not buy Coke. It is understood that judging a bought () a cola b juice c black tea d is not sure whether such topics are close to life, examining the logical thinking ability of new employees, and reflecting the thinking ability of new employees from a deeper level. In terms of safety management, the effective upper limit of China's power frequency safety voltage is _ _ _ _ volts. This blank-filling question examines the basic common sense of electricity for employees, which meets the requirements of enterprises for employees' capabilities. 3. Huaheng Zhixin carefully selected a series of books for the new employees based on the current situation of the new employees of the power supply company, considering the career development direction of the new employees. Guide new employees to adapt to the working environment as soon as possible and to better deal with work issues. Quantitative evaluation and evaluation of employees' capabilities and qualities is a requirement of modern human resource management. Hua Heng Zhixin believes that an effective talent selection decision mainly comes from three aspects: first, the evaluation content is reasonable; second, the scientific evaluation method; third, the evaluation process is standardized. Therefore, the establishment of talent assessment center also starts from these three aspects. Hua Heng Zhixin's experts used the iceberg model and combined with the specific situation of a power supply company to formulate a comprehensive ability and quality test plan. He only masters these three dimensions, and can scientifically and effectively evaluate and score the comprehensive ability of new employees, thereby providing a basis for the company to arrange work in accordance with the personnel system.