JP2007018480A - Revolutionary leader selection assessment - Google Patents

Abstract

<P>PROBLEM TO BE SOLVED: To provide an assessment method, by which a revolutionary leader material candidate capable of practicing a true organization reform is found from candidates for a client company and a suggestion for development to a leader is given, for achieving a dynamic organization reform in the company. <P>SOLUTION: This revolutionary leader selection assessment is provided with a step for defining ability necessary for the organization reform by using a model, a step for creating a descriptive test, which cannot be solved without using the ability, for accurately determining the ability necessary for the organization reform, a step for showing the test to a candidate for the client company and encouraging to answer questions in the test, a step for marking the test based on an answer result of the descriptive test by the candidate and finding a revolutionary leader suitability diagnostic result of the candidate and feeding back a suggestion for finding the revolutionary leader to the client company, and a step for giving a suggestion for obtaining ability as the revolutionary leader to the candidate. <P>COPYRIGHT: (C)2007,JPO&INPIT

Description

  The present invention relates to an assessment method created to select human resources who have the qualities as a revolutionary leader.

As for the conventional assessment methods, the simple version assessment test with a selection formula of about 3 to 5 choices or the one in which the assessor observes the behavior of the subject over about 2 to 3 days has been the mainstream. The assessor is an observer or an evaluator when diagnosing a person's ability. Specially trained to observe and analyze the behavior and description of the person being diagnosed and to assess their ability.
NMAT Administrator aptitude test, Recruit Management Solutions, Inc., [Search July 7, 2005], Internet <URL: http: // www. recruit-ms. co. jp / service / assessment / detail. do? goodsId = 4> Competency frequency diagnosis, Hay Consulting Group, Inc., [Search July 7, 2005], Internet <URL: http: // www. haygroup. co. jp / dts / 03. shmt l> Overview of MTS, Japan Consultant Group, [Search June 28, 2005], Internet <URL: http: // www. niccon. co. jp / hrm / mts / susumekata. html>, <http: // www. niccon. co. jp / hrm / mts / basic. html> Application example of JMAM Assessment Center, Japan Management Association Management Center Co., Ltd. [Search on July 7, 2005], Internet <URL: http: // hrm. jmam. co. jp / assessment / index. html? center. html>

As described above, there are the following problems in the assessment method used in the conventional selection of human resources.
・ Since simple assessment tests and assessments are not focused on change, it is impossible to determine the status of change competencies that are necessary to realize organizational change.
・ Since the simplified assessment test has an optional answering method, it can be answered without competencies.

  As a result, human resources that are not always appropriate are selected, and as a result, in many companies, efforts to reorganize are often frustrated.

There are also such problems.
・ As mentioned earlier, the reliability of the conventional simplified assessment test is impaired. On the other hand, if an assessor selects a method for making a diagnosis in order to improve reliability, the assessor is exhausted, and it takes enormous time and cost.

  Therefore, the present invention was made to solve the above-mentioned problems, and from among candidates of client companies, a reform-type leader human resource candidate who can practice a true organizational change is discovered and trained as a leader. The purpose is to provide an assessment method that gives suggestions to do so.

  In order to achieve the above objective, the present invention must use the capability to define the capability required for organizational change using a model and more accurately determine the capability required for organizational change. Creating a test with a descriptive expression that cannot be answered, presenting the test to a candidate of a client company and prompting the answer to the question, and scoring based on the answer result of the candidate's descriptive test The candidate's transformational leader aptitude diagnosis results, feedback of suggestions for discovering the transformational leader to the client company, and suggestions for acquiring the ability as a transformational leader Is a revolutionary leader selection assessment method characterized by having

  The reform-type leader selection assessment method is characterized by focusing on organizational reform and obtaining a diagnosis result based on a predefined reform competency.

  Further, the reform-type leader selection assessment method is characterized in that the reform competency is forced to appear by answering a prepared question in a descriptive manner.

  Furthermore, the reform leader selection assessment method is characterized in that competency components are determined in advance, a plurality of extracted words are set as keywords, and the descriptive test is scored against them. Yes.

  According to the present invention, in selecting a reform leader, a candidate can be forced to exert a change competency, and its possession status can be accurately diagnosed. As a result, the client company can find and select appropriate human resources who have the qualities as a revolutionary leader. Client companies can also capture the capabilities of the entire organization by checking the current competency of the entire candidate.

  Furthermore, since the assessment method does not require an assessor for diagnosis, the client company can reduce the time and cost for selecting personnel.

  Next, embodiments of the present invention will be described with reference to the drawings.

  FIG. 1 is a schematic flowchart of the reform leader selection assessment according to the present embodiment. As shown in the figure, the reform leader selection assessment organizes and defines the capabilities necessary for organizational change in order to diagnose the status of possession of the client candidate's change competency (STEP 1). FIG. 2 is a diagram showing 15 transformation competencies that are defined abilities. FIG. 3 is a diagram showing a reform process. The 15 change competencies have been extracted based on this change process. In addition, FIG. 4 illustrates competencies that are particularly important in each transformation process. Using this definition, create a business case and a question that demonstrates competency, and create a descriptive test (STEP 2). FIG. 5 is an example of a descriptive test. Such a test is carried out for a candidate leader of a client company (STEP 3). What is characteristic in this embodiment is that the answer method is not a selection formula but a description formula.

  Next, the reform leader selection assessment performs scoring and score analysis in order to obtain a diagnosis result (STEP 4). Components are defined in advance for each of the 15 innovation competencies before scoring. (For example, “giving discretion” or “appropriate management” for the competence “empowerment”) Further, the words expressing the defined components are made into keywords. (For example, for the component “grant discretion”, “determine the ability of subordinates”, “declaration of roles / goals (policies)”, “communication of the timing and method of periodic reports”, “accompanying delegation” Also, one competency is associated with a plurality of keywords, and competency vs. keywords have a one-to-many relationship. Scoring the descriptive test against these keywords and analyzing the score. Based on the results of this analysis, the status of competency is diagnosed and candidates for reform leaders are selected (STEP 5). FIG. 6 is an example of a feedback report showing scoring and analysis results. Suggestions for capacity development and training of candidates are presented by presenting feedback reports (STEP 6).

  As described above, the reform leader selection assessment creates business cases and questions using 15 competencies extracted in advance focusing on organizational reform, and answers them in a descriptive manner. In other words, since the answer method is not a selection method, there is no choice when answering, and an unskilled answer cannot be answered properly. Therefore, by scoring and analyzing the results, it is possible to find human resources who have the qualities as a revolutionary leader candidate.

It is a figure which shows the flow of the whole this invention. It is a figure which shows 15 change competency defined as required for an organization change. FIG. 6 illustrates an organizational change process used in defining 15 change competencies. FIG. 5 shows which transformation process makes 15 competencies particularly important. It is a figure which shows an example of a description type test. It is a figure which shows an example of a feedback report.

Claims (4)

  Define the capabilities required for organizational change using a model, and create a descriptive test that cannot be answered without the capability to accurately determine the capabilities required for organizational change Presenting the test to a candidate of a client company and prompting an answer to the question; scoring based on the answer result of the candidate's descriptive test; A change characterized in that it has the steps of providing feedback to client companies with suggestions for discovering innovative leaders, and providing suggestions to the candidates to acquire skills as transformative leaders. Type reader selection assessment method.   2. The reformable leader selection assessment method according to claim 1, wherein the reformable leader selection assessment method focuses on organizational reform and obtains a diagnosis result based on a predefined reform competency.   3. The reformable leader selection assessment method according to claim 1, wherein the reformable leader selection assessment method forcibly causes the reform competency to appear by answering a question in a descriptive manner.   In the reformation leader selection assessment method, competency components are defined in advance, and words expressing the defined components are keywordized. 4. The reformable leader selection assessment method according to claim 1, wherein the descriptive test is scored against the keyword.