The Research On Competency-Based Situational Judgment Tests

With the transformation and development of domestic economy,the labor market becomes huger and huger,and the talent competition becomes fiercer and fiercer.As far as human resource management is concerned,on the one hand,the selection of excellent employees is more extensive,on the other hand,we feel pressure in the talent management.The application of personnel assessment tools in human resource management alleviates the conflict,improves the efficiency of human resource management,and reduces the probability of erroneous personnel decisions.However,when large and medium-sized enterprises use the personnel assessment tools,there may be serious homogeneity and lack of integrity,the small and medium-sized enterprises are facing the dilemma of inability to purchase the personnel assessment tools.Therefore,it can be said that assessment tools,assessment direction and assessment budget planning become an significant issues of enterprise personnel assessment management.This research combines the situational judgment test which has good reliability and validity and obvious advantages with competency which can distinguish the levels of performance effectively.Basing on the Generic Competency Models of Spencer and Spencer and the McBer Competency Dictionary,the situational judgment tests which are suitable for all trades,ranks and categories is developed by the theory.For academic,it fills in the blank of the research.For enterprises,it will guarantee and promote efficiency of personnel assessment,provide a low-cost,basic,general personnel assessment tool development idea for human resource service institutions,reduce the cost of development,reduce the burden of enterprises,and improve the average level of human resource management.The research determines the dimensions and design of the situational judgment tests through literature analysis,interviews,questionnaires,subject experts and other research methods.At the same time,a competency self-rating scale is developed to be used as circumstantial evidence for situational judgment tests.The situational judgments tests are tested and analyzed,the situational judgment tests have good discrimination,test-retest reliability,construct validity and criterion validity.The results of the situational judgment tests from the two perspectives of 'Reality' and 'Faking' are discussed,and then it is concluded that the situational judgment tests has anti-fake ability.Finally,it is determined that the situational judgment tests,as a personnel assessment tool,is suitable for measuring generic competencies.At the same time,the results of LK employees were analyzed,and it was found that LK employees' Impact and Influence(IMP)was weak.Under some One-way ANOVA,it is found that there are significant differences in some competencies among different ranks,categories,working years and performance levels.Generally speaking,higher rank,longer working years and higher performance levels may show better competency performance.On the whole,LK employees' IMP was weak,the competencies of LK employees who have work for 4-6 years are unsatisfactory,it is suggested that LK employees should deal with the problems above through recruitment training,compensation,performance,position succession establishment and other channels.The research finally proves that the competencey-based situational judgment tests developed under the theoretical method can be used as a personnel assessment tool in enterprises to extract and analyze the competencies of employees.