" Maxima often , horses do not often ," one of the core work of human resource management is to accurately identify talent, rational use of personnel . Talent Assessment as a quantitative , objective assessment of technical talent , knowledge and employment work will become more standardized , routine of make up "horses " to carry on the work of human limitations.

Talent assessment in psychology and behavioral science-based , standardized measurement tools ( quizzes norm test report ) , the individual 's intelligence, potential, personality , attitudes , interests and other scientific evaluation. For the same person , different people use different language tags to evaluate him / her , the value of talent evaluation is to establish a standard that allows for a unified description of individual differences in the same context. For example, the description of the human personality , and some will be given the name of an abstract , and some places of birds, animals or color name. Therefore, understanding and learning talent evaluation , in fact, is to master one or more generic " interpersonal " term , which effectively avoid the influence of subjective judgment , enterprise selection, employment and development to provide a new perspective and a wealth of thinking basis for decision making .

Currently in enterprise applications, a wide range of talent assessment tools , MBTI, DISC, the Enneagram and other more familiar with using the Internet for dissemination and sharing , basically you can download all the mainstream assessment tool that allows HR to have more companies try to use the opportunity to talent evaluation . The author in different gatherings bit too random survey HR friends, they are using assessment tools , the difference lies in the number of frequency of use . Some companies spend a lot of the cost of buying several sets of evaluation system , the evaluation system is " dry " side of the unused high probability , some companies led by the HR developed a small evaluation system will work in the recruitment used , but on the development of theory and interpretation of the results of assessment tools do not understand , so do not use them easily .

There is a more general problem , many HR at work through multiple quit and training directly or indirectly control a variety of assessment tools , and finally put himself confused, in the end what kind of evaluation results to believe the tool ? There is no more accurate assessment tools exist ? This phenomenon is like " moves " and " Heart" of the dialectical relationship between the Chinese martial arts , an assessment tool , an evaluation index , is a kind of " moves " , for " moves ", you can see a school is one . So, what is the " Heart" ? It is the methods and techniques to learn the moves , making the average person moves from the " enlightened " to be invincible . Assessment tools like the " moves " , everyone can learn , the effect of the application is not the same , but " Heart" assessment tool that is used to effectively solve the problem of HR management shortcut , not everyone will need to spend time and effort to " fathom " it finally summed up as " experience ."