Shanghai Talent Evaluation & Identification CenterShanghai Talent Evaluation & Identification Center

Ensure every talent is scientifically identified and evaluated

Talent assessment, skills appraisal, social evaluation, and talent database
— A third-party evaluation and certification service platform for employers and professionals.

Staff organizing assessment documents in the service center hall021‑62513166

Based in Shanghai, serving the Yangtze River Delta and nationwide.

Notices

Illustration for the issuance of Opinions on Reforming and Improving the Skills Talent Evaluation System by the Ministry of Human Resources and Social Security
2023-03-03

Ministry of Human Resources and Social Security Issues Opinions on Reforming and Improving the Skills Talent Evaluation System

To implement the Guiding Opinions on Classified Reform of the Talent Evaluation Mechanism and other documents, and in accordance with the State Council's requirements for advancing the reform of streamlining administration, delegation of powers, and improving services, the Ministry of Human Resources and Social Security recently issued the Opinions on Reforming and Improving the Evaluation System for Skilled Talents (hereinafter referred to as the Opinions). The Opinions clarify that the evaluation system for skilled talents shall be improved to form a scientific, socialized, and diversified mechanism; reforms shall be deepened, evaluation shall be diversified, scientific fairness shall be upheld, and application-oriented principles shall be followed;

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About Assessment

Talent assessment elements: First, establish what talent standards should be used, i.e., what talent to seek; second, determine how talent should be measured. Model: For enterprises, an optimal talent assessment decision-making approach should be developed around the following four principles: 1. Build job competency models linked to performance. Enterprises should develop competency prediction models oriented toward high performance rather than merely operational job requirements, ensuring assessment standards are linked to performance outcomes. Such models should be based on empirical research and quantitative analysis to ensure statistical validity and significance, rather than relying solely on experience. Each company and position has distinct characteristics; without considering differences in corporate culture and job requirements, competency models will not effectively support talent selection. 2. Use diversified and multi-dimensional talent assessment methods. Any single assessment method has inherent limitations and risks.

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Assessment Introduction

Talent identification is guided by scientific talent concepts and uses scientific assessment techniques to identify genuine talent meeting societal needs. Only by accurately identifying talent knowledge (education being an important criterion), skills, and abilities can scientific evidence be provided for talent selection and a foundation laid for human resource management. Talent identification must center on building job competency models, focusing on two subsystems: talent quality assessment and job analysis and evaluation. In the talent identification process, the Human Resources Department is mainly responsible for: 1. designing application forms; 2. organizing interviews; 3. conducting psychological tests; 4. verifying credentials with previous employers, required only for certain key positions.

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