摘要
在人才选拔中,人格测验得到广泛应用,测量工具也层出不穷。与此同时,应用中不可避免地存在一定的问题,如人格测验本身问题的影响、用人单位的应用能力及作假问题等,这就需要修订人格测验及其常模,对人力资源部门的使用及施测人员进行专业培训,运用事前控制和事后识别等作假应对技术降低应聘者作假程度等。
In selecting talents, personality tests have been applied extensively and the measuring tools also keep emerging. At the same time, there are some problems in its application, such as the impact of the personal- ity tests＇ problems, the employer＇s application ability and false problem and so on. To solve these problems, we should revise the personality tests and its norms, give professional trainings to the testing personnel, and take some anti -faking technology to deal with the applicants＇ faking behavior.
出处
《运城学院学报》
2013年第1期66-69,共4页
Journal of Yuncheng University
关键词
人格测验
人才选拔
招聘
测评工具
作假
personality test
personnel selection
recruitment
testing tools
faking
