Relevant persons stressed that the psychological quality assessment of police recruitment is based on the clear provisions of the Ministry of Personnel and the Ministry of Public Security's "Measures for the Employment of People's Police in Public Security Organs" and "Opinions on the Provincial Unified Recruitment of People's Police by Local Public Security Organs"-psychological quality assessment should be carried out when recruiting people's police. The elimination standard of related psychological quality evaluation is only an industry standard, that is, to measure whether the candidate is suitable for public security work, and it does not involve whether the candidate has mental health problems.
Various tools used in psychological evaluation are called scales. The materials for compiling psychological assessment scale are generally carefully selected by scientific methods and can reflect some problems or tasks of people's psychological and behavioral characteristics. These materials have been standardized and compiled, and behavior samples have been investigated and statistically processed, forming a "norm". This specification is like a "ruler". There are many popular psychological assessment scales in modern times. According to the survey, there are more than 5000 kinds published only in English.
However, the evaluation of the psychological quality of civil servants in China mainly includes the following contents:
1. Ability test
Measure a person's ability to learn and complete a job. Including general intelligence test, language ability test, non-language ability test, number and spatial relationship test, reaction speed and accuracy test, inductive ability test, mechanical knowledge test, understanding ability test, etc.
2. Personality test
Including people's attitude, emotion, values, temperament, personality and other characteristics. These are more important for some jobs that need to deal with people. According to psychologists' classification of personality, the types of tests are different. The average person's personality can be divided into 16 categories: gregarious, intelligent, stable, inclined, excited, persistent, aggressive, sensitive, suspicious, imaginative, sophisticated, anxious, experimental, independent, self-disciplined and nervous.
3. Interest test
You can see what a person is most interested in and is most likely to get satisfaction from it. According to the interests of psychologists, the types of tests are different. Generally speaking, people's interests can be divided into six categories: realistic, intelligent, conventional, corporate, social and artistic.
4. interpersonal relationship test
Interpersonal relationship test can help you understand the interpersonal skills, public relations skills and social skills of candidates.
In short, by testing different types of situations, the employer can understand and master the personality characteristics, ability and quality, interest tendency and other aspects of the selected object, so as to select and employ people according to the needs of the recruitment position.
Third, the way of psychological quality evaluation.
People's psychological behavior is very complicated, and it is difficult to measure it directly and get results. Therefore, the psychological quality evaluation is not carried out directly like physical measurement, but indirectly. This measurement is bound to be influenced by subjective and objective factors of evaluation. Some external factors, such as external sound and room facilities, will affect the test results. Therefore, internal and external irrelevant factors must be excluded in the test; At the same time, in order to make the evaluation objective and accurate, testers must undergo special training, be fully familiar with the contents and methods of the test, and be able to carry out the test in strict accordance with the test degree. Pay attention to the following questions during the exam.
1. Select the measuring table.
Any measuring instrument has its specific scope of application. When we choose, we should consider carefully and choose carefully.
2. coordination.
There is a special relationship between the tester and the tested. If this relationship is not harmonious, there may be two situations that affect the test: one is to make the testee feel disgusted with the test and refuse to cooperate; One is that candidates are nervous, which leads to their test scores not reaching the level that candidates should have. Only in a well-coordinated relationship can the subjects give full play to their true level.
3. Control error
In the process of testing, due to the influence of subjective and objective factors, some errors may occur. In order to make the test result accurate, we must try our best to control the error. Therefore, the tester should operate in strict accordance with the rules and requirements of the test, and be good at stabilizing the mood of the tester.
4. Explain the evaluation results
Every standardized test often uses a score to express its result, and the score of the test is only a relative value. So generally speaking, we should not tell the testees or their families and unit leaders about this result, but just tell them the explanation of the test results.
5. Compliance with evaluation criteria
Any work should abide by moral standards, and so should psychological tests. A tester can never use testing to suppress people, nor can he use testing as a means to engage in bad style.
6. The test is confidential
There are two main aspects of examination secrecy: first, the examination content is confidential. The contents of the psychological test, including the test equipment, shall not be disclosed to the society, and shall not be used by irrelevant personnel at will, so as not to make the test out of control and cause abuse; On the other hand, it is to keep the test results confidential. This is confidential information of personal files, and should not be casually known to irrelevant people or even parties.
We must pay attention to the above points when testing, and the test is truly scientific and standardized.