【摘要】：近年來,企業(yè)人才測評的重點(diǎn)已經(jīng)發(fā)生了轉(zhuǎn)移,從原本的滿足空缺職位轉(zhuǎn)變成為企業(yè)選拔高素質(zhì)的人才以幫助企業(yè)實(shí)現(xiàn)戰(zhàn)略目標(biāo)。項(xiàng)目反應(yīng)理論是一種現(xiàn)代心理測量理論,以項(xiàng)目反應(yīng)理論為基礎(chǔ)的企業(yè)人才測評研究能夠?qū)崿F(xiàn)企業(yè)更大的發(fā)展,進(jìn)一步增強(qiáng)和創(chuàng)造自己的核心競爭力。根據(jù)目前人才測評的基本情況,現(xiàn)有的企業(yè)人才測評基本上停留在專家主觀評估層面,還有一部分測評系統(tǒng)的測評方法只是簡單的線性加權(quán)平均。為此,本文以項(xiàng)目反應(yīng)理論為基礎(chǔ),使用粗糙集與灰色關(guān)聯(lián)法對企業(yè)人才測評系統(tǒng)進(jìn)行了設(shè)計(jì)與開發(fā)。 本論文選題來源于論文作者在所在單位負(fù)責(zé)所在部門人員招聘、員工培養(yǎng)、考核選拔過程中對員工素質(zhì)與測評方法論應(yīng)用及管理和信息化實(shí)現(xiàn)方面的需求。以項(xiàng)目反應(yīng)理論、協(xié)同學(xué)理論為理論依據(jù),采取理論分析法、系統(tǒng)分析法、統(tǒng)計(jì)分析法、實(shí)驗(yàn)驗(yàn)證法,充分考慮測評難度評估、區(qū)分度評估和測評績效各影響因素,就企業(yè)員工能力和綜合素質(zhì),進(jìn)行企業(yè)人才測評項(xiàng)目協(xié)同反應(yīng)模型構(gòu)建,開展企業(yè)員工綜合素質(zhì)與能力測評量化和標(biāo)準(zhǔn)化評定研究,完成企業(yè)人才測評系統(tǒng)模型構(gòu)建和企業(yè)人才測評系統(tǒng)結(jié)構(gòu)設(shè)計(jì),借助于數(shù)據(jù)庫信息化手段并通過企業(yè)人才測評系統(tǒng)進(jìn)行系統(tǒng)化的實(shí)現(xiàn)。 通過基于項(xiàng)目反應(yīng)理論的企業(yè)人才測評系統(tǒng)應(yīng)用研究,結(jié)合企業(yè)員工的各種人格及素質(zhì)特征,運(yùn)用這些巨大而且真實(shí)的數(shù)據(jù)信息,在大量資料的基礎(chǔ)上分析,更容易獲得行為科學(xué)的特征和規(guī)律,有利于推動(dòng)行為科學(xué)的進(jìn)步。同時(shí)可以指導(dǎo)企業(yè)、政府等相關(guān)實(shí)體開展相關(guān)改善經(jīng)營的實(shí)踐,為企業(yè)人才測評研究提供重要的理論基礎(chǔ)和支撐,并在實(shí)踐中為企業(yè)人才招聘、科學(xué)的進(jìn)行人員規(guī)劃與培養(yǎng)、內(nèi)部人員選拔提供依據(jù)和理論支撐。 在企業(yè)人才測評系統(tǒng)的實(shí)現(xiàn)與運(yùn)用過程中,需要依據(jù)企業(yè)戰(zhàn)略環(huán)境及企業(yè)文化調(diào)整,并設(shè)定系統(tǒng)的測評模型參數(shù),這樣才能使系統(tǒng)與企業(yè)更加匹配,保證了測評的有效性和準(zhǔn)確性。企業(yè)人才系統(tǒng)能夠進(jìn)行個(gè)體和群體測試,測試完成后,系統(tǒng)可以對測試對象進(jìn)行綜合評價(jià)、崗位勝任能力評價(jià)以及相關(guān)崗位適應(yīng)性評價(jià)等。在企業(yè)人才測評系統(tǒng)的實(shí)證應(yīng)用中,本文將企業(yè)人才測評系統(tǒng)運(yùn)用到某企業(yè)的崗位選拔過程中,期望能夠在實(shí)證應(yīng)用中檢驗(yàn)和完善系統(tǒng)的可用性,從而幫助企業(yè)人才測評實(shí)踐工作。
[Abstract]:In recent years, the focus of enterprise talent evaluation has been shifted, from the original to meet the vacant position to select high-quality talents to help enterprises achieve strategic goals. The project response theory is a kind of modern psychological measurement theory. The research of enterprise talent evaluation based on the project response theory can realize the greater development of the enterprise and further strengthen and create its own core competitiveness. According to the basic situation of the current talent evaluation, the existing enterprise talent evaluation basically stays at the expert subjective evaluation level, and some evaluation methods of the evaluation system are only simple linear weighted average. Therefore, based on the project response theory, this paper designs and develops the enterprise talent evaluation system using rough set and grey correlation method. This thesis comes from the author's demand for the application of staff quality and evaluation methodology, management and information realization in the process of personnel recruitment, staff training, and evaluation and selection in the department in which the author is responsible. Based on the theory of item response theory and synergetic theory, this paper adopts theoretical analysis method, system analysis method, statistical analysis method, experimental verification method, fully considering the evaluation difficulty evaluation, discrimination evaluation and performance evaluation. On the basis of the ability and comprehensive quality of the enterprise staff, the cooperative reaction model of the enterprise talent evaluation project is constructed, and the quantitative and standardized evaluation research on the comprehensive quality and ability of the enterprise employee is carried out. The model of enterprise talent evaluation system and the structure design of enterprise talent evaluation system are constructed, and the systematic realization is carried out by means of database information and enterprise talent evaluation system. Through the application research of the enterprise talent evaluation system based on the project response theory, combined with the various personality and quality characteristics of the enterprise employees, using these huge and real data information, on the basis of a lot of data analysis, It is easier to obtain the characteristics and rules of behavioral science, which is helpful to promote the progress of behavioral science. At the same time, it can guide the enterprises, the government and other related entities to carry out the practice of improving management, and provide an important theoretical basis and support for the research of enterprise talent evaluation and evaluation, and in practice, it can provide scientific personnel planning and training for enterprises to recruit talents. Internal personnel selection to provide the basis and theoretical support. In the process of realization and application of the enterprise talent evaluation system, it is necessary to adjust according to the enterprise strategic environment and enterprise culture, and set the parameters of the evaluation model of the system, so as to make the system more suitable for the enterprise. The validity and accuracy of the evaluation are guaranteed. The enterprise talent system can carry out individual and group tests. After the test is completed, the system can comprehensively evaluate the test object, evaluate the post competence and related post adaptability, and so on. In the empirical application of the enterprise talent evaluation system, this paper applies the enterprise talent evaluation system to the position selection process of a certain enterprise, hoping to test and improve the usability of the system in the empirical application. In order to help enterprises to assess the practice of talent.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F224

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