On The Measurement And Estimation Function Of The Structured Interview In Public Selection Of Cadres

Interview is a key part in the test of public selection of cadres. As a modem personnel measure method, structured interview is being widely applied and becomes the most favorite method in the test of public selection of cadres. However, some problems emerge through its progressive development in practice, the most striking one is that its function of measurement and estimation is not fully exerted.The function of measurement and estimation (M&E) is the basic function of testing. By what on earth is it decided? What functions does it possess? What restrains its functions should have? How to improve the functions? These questions must be confronted and answered in its application as well as in its theoretical construction. As a matter of fact, structured interview of public selection of cadres is in the beginning stage and the theory research on it is relatively laggard. Therefore, focusing on the function of M&E, the thesis makes a discussion on the status and effect of the interview, the relationship between the element structure of the interview and its function of M&E on the basis of a clarification on the function of M&E in public selection test. Subsequently, the evidence and principles of the test are given and the function of M&E in public selection test is defined. By analyzing of the present situation, the thesis presents the way to improve the function of M&E in public selection test in the light of its first part. The main points of view in the thesis can be briefly concluded as follow:The concept of the function of M&E in public selection structured interview is, in the activity of public selection test, the utility of structured interview to measure, distinguish and estimate human's physical and psychological quality.The function of M&E in public selection structured interview is decided by its structure. In the system of the interview, the key factors are content element and ability element, the structure of them briefly decides the functions of M&E in public selection structured interview.The design and application of the interview must obey the principle of structure and function, principle of distinction, principle of fitness, principle of knowing and action, etc. There are three M&E functions, to distinguish, to estimate and to predict.At present, public selection structured interview is developing fast and bring in considerable theoretical fruit. But, as a whole, there is still a long way to go. The current restrictions which block the effect of structured interview in public selection include the wrong ideas, vague norm of positions, low quality of M&E team,unreasonable device and application, weak technology and laggard theoretical research, etc.In order to improve the function of M&E for structured interview in public selection, we must establish system of interviewee qualifications, enhance the quality of M&E team, assay the requirement of each position all-round, design the elements M&E structure accurately, strengthen the practice research, control the quality of items strictly, update the technology, make the situation truer, carry out the standards powerfully, control the test errors rigidly.