The Applicability Of The Leaderless Group Discussion Based On Competency Model

The leaderless group discussion is widely used in global scale, because of its dual-function of human resources evaluation and the training development. First of all, LGD to China and take it to practice in 1980, thus, it attracted a wide spread attention of theoretical circles and human resource workers. In recent years, the LGD, as a new kind of selection system, has been adopted by an increasing number of companies for personnel selection and training. Although the LGD has a rapid development and great changes with each passing day, from the beginning of the evaluation of senior managers to the applying of recruitment and training for junior staff, till now, as a tool of mass election, it often relies on the experience of examiner rather than its reliability and validity.Nowadays, major companies are focusing on reducing the cost of funds and time of recruitment, neglecting the research on reliability and validity of the LGD as well as its application range, especially the latter.This article studies according to both directions above. First of all, this study sought to demonstrate the LGD which based on competency model has high reliability and validity. Through the questionnaires and interviews of staff from BMCC, Beijing Telecom, Inner Mongolia Netcom, the general staff of competency model has been set up. What is more, the design of questions and tests all based on it. The LGD is divided into six groups, three of them were experienced group of staff and the other are senior students without work experience. This process was make into video and clipped sent to Ericsson (China) Communications Co. Ltd., Siemens (China), Motorola (China), China Telecom and so on. Human resources workers and relevant experts there analyze and fill out the questionnaire. In the last, it put forward that the competency model can improve the reliability and validity of the LGD.Secondly, the research of applicability is on the basis of ensuring its reliability and validity, the independent samples T test method is used to observe the significant under the same dimension between different groups. The second conclusion will be drawn as followed: not all the dimensions are suitable for evaluating the two groups at the same time. For example, three dimensions such as the initiative, interpersonal skills, coordination ability and the ability to set up interpersonal relationship quickly.