GROUP DISCUSSION FOR COMPETENCY ASSESSMENT

摘要

The existing general interview or group discussion competency evaluation was based on the subjective value judgment method, so the accuracy, fairness, and reliability of the evaluation were weak, and the consistency and objectivity between the group discussion competency evaluation evaluator and interviewer fell, so the complainants'' complaints There were many, and there was high distrust of the group discussion competency evaluation system. As a solution to this, the inventor''s unattended group discussion competency evaluation scoring evaluation paper is based on the subjective judgment of the evaluator or interviewer, and the evaluator''s competency development stage and competency retention level only once. By introducing a scoring technique based on a mechanical specific objective behavioral scale method that can be discriminated even by presenting questions, it is developed to enable mechanical and objective unattended automatic scoring evaluation without the need for a group discussion competency evaluator or interviewer. Improving fairness, reliability and accuracy, as well as evaluation experts. Even beginners can easily and accurately perform group discussion competency evaluation scoring evaluation and enable low cost, mass, and mechanical scoring evaluation without an evaluator or interviewer. Responsible behaviors that may occur to the respondent, regarding the presentation that requires the respondent''s response by means of behavior presentation, situation presentation, question presentation, and problem presentation, which can assess the level of future potential of the competency inherent in the evaluator According to the stage of competency development, the degree of competency retention is graded as a mechanical specific objective behavioral scale indicator that can be discriminated even with the presentation of only one question and recorded on the unattended automatic scoring evaluation sheet in advance, so that the respondents have the same response behavior For the group discussion competency evaluation evaluator or interviewer, the difference in value and the difference in scores due to differences in interpretation were 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.Asit has not been possible to build a scoring evaluation sheet withautomatic capability discrimination, it still uses a lot of budget, a lot of manpower, and a lot of time, and performs capability evaluation by the direct face-to-face method of competency evaluators and test takers.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.