最佳人才评价措施.doc

外文文献翻译译文外文文献翻译译文一、 外文原文原文：原文：BestBest PracticesPractices inin TalentTalent AssessmentAssessmentByBy DanDan Harrison,Harrison, Ph.DPh.DAssessing people for jobs is the most important task of any organization. The quality of assessment ultimately determines the performance of new hires as well as the ability of the organization to effectively develop employees. It affects every important aspect of the organization’s success including management effectiveness, sales volume, customer retention and productivity. Assessment is not merely one of the functions of the Human Resource Department. It is the essential foundation for effective talent acquisition and talent management.High quality assessment used at the point of hire enables you to have the greatest impact on performance and productivity in your organization. High quality assessment of applicants during the recruitment process results in less time and money spent on training and developing employees. This enables management to focus on important strategic issues. Good assessment reduces training costs, minimizes losses due to poor decisions, increases employee retention and can even provide a foundation for better teamwork.Effective assessment also provides huge benefits for employee development. Assessing existing employees makes employee development much more efficient and effective. Good assessment can enable employees to clearly understand their performance in relationship to the job requirements. This can be a great boost to employee motivation. It can also provide managers with a means of pinpointing the development areas that will provide the greatest impact on performance. Harrison Assessments™ Talent Solutions System even goes a step further by providing managers and coaches with effective tools for encouraging and enlisting top performance as well as providing guidelines for developing specific job success behaviors. In addition, reports also help employees to better understand how to apply their strengths for their career development. These are key areas that promote talent retention and motivation.Formulating the success factors for the specific jobThe first challenge of effective assessment is to fully understand the job and formulate the success factors. Without a clear understanding of the job and the job success factors, assessment cannot be effective. It is essential to understand the tasks performed, the responsibilities, the key performance factors and the requirements that relate to effective performance. The Harrison Assessments System provides a comprehensive list of typical factors for each specific job as well as additional optional factors that can be included. Assessing a person against job factors is much more challenging and much more complex than merely assessing a person. It is essential to determine the key success factors for the specific job, including how important each of those factors are in relationship to each other. In addition, it is essential to determine how having different levels of a job success factor affects the overall performance. This is a complex process requiring sophisticated calculations, which can best be achieved through extensive job research and computer technology.There are two basic categories of job requirements: Eligibility and Suitability. Eligibility factors include previous experience, education, certifications, skills, abilities and reference checks. Suitability factors include attitude, motivation, integrity, interests, work preferences, fit with the company culture and fit with the manager.Assessing Levels of EligibilityMany organizations assess eligibility factors by setting minimum requirements. However, few organizations systematically formulate eligibility factors in order to score each applicant’s level of eligibility. It is not enough to ascertain that the applicant meets the minimum requirements. All that does is eliminate the people who don’t meet the requirements. It does nothing to assess the remaining people who do meet the minimum requirements. Therefore, it is essential to quantify each candidate’s level of eligibility. This is the only way in which you can effectively compare candidates to each other and to integrate the eligibility score with the behavioral score.First, you need to determine what the eligibility factors are. For example, you may require previous experience in the same job, previous experience doing similar tasks that the job requires, certain educational levels, or skills such as typing speed or the ability to use software packages. The Harrison Assessments enables you to select from a comprehensive list factors and then weight them according to how important they are.By using gradient scoring, you are able to quantify the person’s experience and obtain a score for each factor. By weighting the factors in relationship to each other, you are able to obtain an overall eligibility score.Assessing Levels of SuitabilityFor most jobs, suitability factors 。