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无领导小组讨论LGD(Leaderless Group Discussion)在20世纪80年代末引入我国,作为人才测评中形式比较新颖的考核方式,它对传统的笔试、面试的选拔方式,形成了一种改进和超越。近些年来,随着各类专业人才测评机构的成立,作为一种情境模拟测评技术,无领导小组讨论在各种选拔中得到广泛应用。但是这种测评方法的使用在国内尚处于初级阶段,有些企业人事测评活动所实施的无领导小组测试,在操作上是不规范的,在结果解释上具有随意性。如何使无领导小组讨论的实施更加严谨有效果呢?实践中不妨从以下十要点入手。
Leading Group Discussion Leadingless Group Discussion (LGD) was introduced into China in the late 1980s as a relatively new form of assessment in talent evaluation. It has improved and surpassed the traditional way of selecting written exams and interviews. In recent years, with the establishment of various types of professional talent evaluation agencies, as a scenario simulation and evaluation technology, no leading group discussion has been widely used in various kinds of selection. However, the use of this evaluation method is still in its infancy in China. Some non-leading group tests carried out by personnel evaluation activities in enterprises are not standardized in operation and are arbitrary in interpretation of results. How to make the implementation of leading group discussions more rigorous and effective? In practice, we may start from the following ten points.