MANLESS ON-LINE AUTO IN-BASKET SYSTEM FOR COMPETENCY ASSESSMENT

摘要

Existing general interview or documentary technique competency evaluation was based on the human subjective value judgment method, so the accuracy, fairness, and reliability of the evaluation were weak, and the consistency and objectivity between the evaluator or interviewer were poor, resulting in many complaints from the evaluators, There was a high degree of distrust in the document-based technique competency evaluation system. As an workaround the inventors remote unmanned automatic filing cabinet Techniques Competency Assessment graded evaluation system to further develop the existing file cabinet technique capabilities based on human subjective value judgment, evaluation, competency development stage of pipyeonggaja, only the degree of retention capabilities 1 Introducing a scoring method based on a mechanical specific objective behavioral scale method that can be discriminated even by presentingaquestion of a meeting only.Every time, anywhere, an electronic mechanical objective remote unattended automatic scoring evaluation without the need for a documentary technique competency evaluation evaluator or interviewer By enabling the automatic unmanned automatic document box technique capability evaluation to develop a grading evaluation system, it improves the fairness, reliability, accuracy, and remote unmanned automation for evaluation. It is possible to perform scoring evaluation, and it enables rapid and low-cost, large-scale, mechanical, and documentless-capacity capability evaluation evaluators or remotely-attended automatic document-based capability evaluation evaluation without the need for an interviewer. Responsibilities that can occur to respondents in response to task proposals that require the respondent''s response by methods of action presentation, situation presentation, question presentation, and problem presentation that can assess the capabilities inherent in the evaluator, that is, the degree of future possibility Actions are graded with a mechanical specific objective action scale that can discriminate the evaluator''s competency development stage and competency retention level with just onequestion presentation, and record and store it in the remote unmanned automatic filing system capability assessment scoring evaluation system in advance. In addition, by comparing and analyzing the scores, the score deviation due to differences in the value and interpretation of the evaluator or interviewer for the same behavior of the respondent was resolved. The main difference between the present invention and the invention in the existing competency evaluation and interview evaluation is that the existing invention isa method of discriminating competency accordingtothe number of correctanswers by presentingseveralquestions, whereas the present invention providescompetency withonequestion presentation.The main difference is the ability to discriminate.Part of the60central departments,such as the Patent Office,destination, blue, circle, room,senior officials onlypromotion test, exaggerated promotion test,open positionrecruitment test, the officer promotion test of municipalities, Commissioner promotion examsetc. committee,executives of public companies Although thecompetency evaluation is carried outin the promotion test, executive promotion test, executive promotion test of private large companies, and executive promotion test,these national institutions, public enterprises, and large companies have huge budgets and excellent technicians, but they are all the same as the present invention.As the capacityevaluation scoring evaluation system with thecapability automatic discrimination functionhas not been established, the capacity evaluation is still carried out by using the large-scale budget, a lot of manpower, and a lot of time, and the direct face-to-face method of the competency evaluator and test taker.If the present invention is an invention that can be easily made by ordinary engineers through design changes or configuration changes, national institutions, public enterprises, and large companies with huge budgets and excellent engineerswould have made thesame as the first invention. . However, since the present invention is an invention that requires technical progress, not an invention that can be easily created by ordinary technicians, even national institutions, public corporations, and large corporations possessing excellent technicians havenot yet invented, and still have a lot of budget and A lot of manpower and a lot of time are used, and the competency evaluation is conducted by the direct face-to-face method of competency evaluators and test takers.